SOFT HRM VS HARD HRM

 


What is soft work place planning?

Soft HRM, also known as the human resource approach, is a management style that focuses on the development and well-being of employees within an organization. This approach prioritizes the individual needs and values of the employees, aiming to create a positive and supportive work environment. (ti&ag, 2024)


 


 



WHAT IS HARD HRM?

Hard HRM is a more traditional approach to people management, sometimes associated with human resource departments that treat employees as just another resource for the achievement of business goals. The main features of hard HRM include:

• employee appraisal systems that examine positive and negative performance

• one-way communication between managers and employees

• a hierarchical and autocratic management system

• minimal business transparency

• lower wages and high turnover

• Minimal focus on employees’ needs for self-actualization.

(Ltd, n.d.)

 


WHAT IS SOFT HRM?

Soft HRM is a progressive approach that emphasizes the ‘human’ aspect of human resource management. It aims to empower employees and support them to achieve their potential. The main features of a soft HRM model include a:

• Transparent business model with two-way open communication

• Focus on long-term business and workforce planning

• Competitive pay structure and performance-based rewards

• More democratic approach to managing people

• Focus on identifying training opportunities in appraisal systems.


(Ltd, n.d.)

 


Comparison between hard and soft HRM approaches

Hard HRM is based on the assumption that employees are a resource to be used and managed like any other resource in the organization, while soft HRM assumes that employees are valuable assets and are crucial to the success of the organization. Hard HRM tends to have a more autocratic management style, focusing on control and efficiency, while soft HRM has a more participative and collaborative management style, focusing on employee development and well-being.

Hard HRM treats employees as replaceable parts of the organization, focusing on performance and productivity, while soft HRM emphasizes employee relationships and engagement, focusing on their well-being and satisfaction. Hard HRM may lead to lower employee motivation and satisfaction, whereas soft HRM may lead to higher levels of employee motivation, performance, and a positive organizational culture.

Advantages of hard HRM include increased efficiency and cost-effectiveness, while disadvantages include low employee morale and turnover. On the other hand, advantages of soft HRM include higher employee satisfaction and performance, with the disadvantage of potentially higher costs and lower efficiency.

Overall, the key features and characteristics of each approach can significantly impact the overall success of the organization, as they directly influence employee motivation, performance, and the organizational culture.

(www.sloneek.com, n.d.)

 


  (HIBOB, 2024)


(TUBE, n.d.)

References

HIBOB. (2024). HIBOB.COM. Retrieved from https://www.hibob.com/hr-glossary/soft-hrm-hard-hrm/

Ltd, H. H. (n.d.). humanforce.com. Retrieved from https://humanforce.com/

ti&ag. (2024). sloneek.com. Retrieved from sloneek.com: https://www.ti8m.com/en/products/places?gad_source=1&gclid=CjwKCAjw8diwBhAbEiwA7i_sJeFFEEkInPb9v484EdgZJdy2SVQG7qmvI1S0zdahpz6_Zft3VcumyRoCg7QQAvD_BwE

TUBE, Y. (n.d.). www.youtube.com/watch?v=Vd3ifsv6eTI. Retrieved from www.youtube.com/watch?v=Vd3ifsv6eTI: https://www.youtube.com/watch?v=Vd3ifsv6eTI

www.sloneek.com. (n.d.). Retrieved from www.sloneek.com: https://www.sloneek.com/lexicon/hard-and-soft-hrm/



Comments

  1. Kasun KarunaratneApril 13, 2024 at 2:52 AM

    Soft HRM is a management style that focuses on employee development and well-being, creating a positive work environment. It emphasizes the human aspect of HR management, focusing on long-term business planning, competitive pay structures, and performance-based rewards. Hard HRM treats employees as resources, while soft HRM prioritizes employee relationships and engagement. Both approaches have advantages and disadvantages, impacting organizational success by influencing employee motivation, performance, and organizational culture.

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