Soft HRM vs Hard HRM - Human Resource Management - Edupedia
Human
Resource management:
Human resource management is the approach of hiring,
training, developing and retaining the human resources of the organization.
There are two different techniques of
managing and controlling the human resources of the organization.
·
Soft
Human Resource Management (HRM)
·
Hard
Human Resource Management (HRM)
Management of the human resource in an
organization is not an easy but most crucial task since it is most epic asset
of the organization. The organizational psyche varies for dealing with these
intellectual personals. Some of them believe on soft HRM while other implements
hard policies called hard HRM.
Soft HRM:
Soft
HRM is strategically approach of the HR department in which the management take
in the consideration the emotions and values of the work force and consider
them the most valuable and epic asset of the organization. It tends to
encourage the employees to be recognized and broad their potential through the
practices. The basic and fundamental objectives of the long term planning consist
the satisfaction and retention of the employees.
In
soft HRM, management policies and behavior is very soft and elastic towards the
employees. They think that employees are most productive and most potential
asset of the organization. They set the policies according to the needs and
demands of the employees. Employees are valued at the time of decision making.
They are more confident with the environment and know that they are being
recognized. The bonuses and reward system is planned for the employees in soft
type of HRM. The overall environment of the organization is very employee
oriented. They theory belongs to this type of management psyche is theory Y.
Simply,
in soft HRM the employee’s participation is high; their motivation level is
high, they are more committed with the organization, they are more recognized,
there is team building and supportive environment, more employees empowerment, worker
friendly environment, cooperation and collaboration is high, the absenteeism is
low and productivity is high. Resultantly, the organization is in a position to
get competitive edge.
Hard HRM,
Hard
HRM is opposite technique to soft HRM. In this management style the employees
are not being recognized as the most valuable asset of the organization. They
are just seen as the resource of the organization which will help to meet the
objectives of the organization. In the Hard HRM the employees are treated as
the machines and equipment and their values and emotions are not considered.
Management only watches for the needs of the organization but employee’s needs
are neglected.
The long term planning of the
organization tends to support the organization to get more and more profit. The
employees do not participate at the time of decision making. The policies of
the organization are very hard and tight and there is not proper system of bonuses
and rewards for the welfare of the employees. In case of any debt, the job related
employees are punished and fined. The theory belongs to this type of management
psyche is theory X.
Simply,
the Hard HRM is management style where; there are rigid rules and regulations, task
oriented working environment, minimum wages of workers, lack of orientation,
lack of motivation, not employee friendly, centralized system and Less
participation in decision making.
What is best for the organization?
Soft
HRM and Hard HRM are entirely different and opposite techniques in nature. At
the time of implementation we have to focus on the mixture of both the
techniques to get maximum results because the implementation of only single
technique is not realistic to get most of efficiency. So, if the firm wants to
get more productivity and more dynamic, the HR departments have to search for
the nature of the work to adopt the best suitable technique accordingly. It is
believed now theoretically that the Soft HRM is more motivating technique to
get maximum results, but practically, especially in production department, you
have to implement some rigid rules and regulations to get maximum results. So,
it is suggested that the mixture of both according to the nature of work and
working environment is best suitable to get more productivity and results.
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