X Theory Workers have an aversion to work inherently Workers may find a way to postpone the work completion in haziness

ss Workers may do the job halfheartedly Fear of punishment can motivate the workers into action The worker may know the hazards of non-performance of a work No worker is ready to accept any responsibility There is a need for explaining the consequences of being inactive Workers are not interested in achievement. They prefer to maintain status quo A worker prefers to be directed by others, Workers hate to improve their efficiency. The reason is that they fear losing their present job Worker is also one of the factors of production and does not deserve any special treatment Worker lacks integrity, Worker avoids taking decisions whenever necessary.

Y Theory The average human being has the tendency to work. A job is as natural just like a play Once the worker understands the purpose of job, he may extend his co-operation for job completion Worker can put in his best efforts for the accomplishment of enterprise objectives early Worker has self direction, self motivation, self-discipline and self-control If right motivation scheme is prepared by the management, the worker is ready to accept extra responsibility The existing worker has competence to work and can take right decisions A worker expects recognition of the successful accomplishment of task A worker may exhibit his efficiency even for non-monetary rewards such as participation in decision-making, increased responsibility etc, The potentialities of human beings are not fully utilized by any industry.

Versions of HR Philosophy The concept of HRM could be regarded as a philosophy governing how employees should be treated in the interests of the organization. As McGregor said in his X and Y theory, Storey (1989) made a broad distinction between two versions named hard and soft.

Hard Version This approach emphasizes the quantitative, calculative, and businessstrategic aspects of managing the HR in as rational a way as for any other economic factor. In this philosophy the worker is regarded as a commodity. It considers people as human capital from which a return can be obtained by investing judicially in their development. Soft Version This philosophy emphasizes communication, motivation and leadership. Storey (1989) described soft version as treating employees as valued assets, a source of competitive advantage through their commitment, adaptability and high quality performance. HRM Philosophy and Mission Statement The HRM philosophy should be included in the Mission Statement of the business. It states clearly how the organization regards its human resources, what role they play in the overall success and how they are to be treated and managed. This statement is typically very general, thus allowing interpretation at more specific levels of action within an organization.

My philosophy of human resource management can be summed up in the following words. As a director of the human resources, my main aim is to manage the human resource asset for the company. One of the first tasks of human resources management is recruiting-- attracting and locating people of diverse backgrounds for accomplishing the organizational jobs. One of the steps in recruitment revolves around human resource planning, which focuses on attracting and retaining the best workers. Although traditionally human resources planning is usually initiated by the staff members, it is becoming increasingly clear that line managers need to take an active role in the planning process. It is because often a line manager can find the interests and attitudes of the candidate better than the staff members can. The scope of the Human Resource Department has broadened from providing training to facilitating learning throughout the organization. It is the employee's knowledge, skills that create the organization's product and services; therefore, it is important for continuous learning to take place for the success of the organizations. In this regard