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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