Assignment on Human Resources Management

Soft and Hard Human Resources Management Models

Soft and Hard HRM models are quite different. Both of these kind of models have different features and outcomes. See the following HRM models with features and examples.

Soft HRM (Human Resources Management )Models

Definition:A HRM model focused on employee’s needs, development, motivation, and strategic integration is known as Soft HRM Model. In this model, employees are important resources for the organization.

Features:

1)      Long Tern HRM (Human Resources Management ) Planning:

In the soft HRM model, managers pay emphasis on long term employment to control recruitment and turnover cost. Managers motivate and encourage their employees with a focus on final outcomes that increases with increase employee' motivation towards work.

2)      Performance Appraisal System:

In the soft HRM model, Human Resources managers are concerned with the overall performance outcomes of employees therefore they introduce performance-related rewards which contribute to increasing motivation.Some examples of performance-related rewards are share options, bonuses, and profit share options.

3)      Strong Communication Network:

Soft HRM models are focused on improvement in the communication system as they perceive better communication network and structure can reduce ambiguities and improve employee's work performance. Thus, soft HRM models create regular and strong two-way communication system between organizational management and workforce.

4)      Long term commitment

According to soft model of HRM, employees are committed with the organization and work according to the wishes of the company that gives long term benefits to the company. It focuses on the point that the commitment of the workforce could be generated with the training programs and trust level is attained of the employees.

Examples of Human Resources Management:

Harvard Model and Theory Y are soft HRM models.

Hard HRM Models

Definition:The traditional approach towards HRM represents the Hard HRM model in which employees are treated as simple organizational resources. In this model, HR managers are focused on low-commitment but task focused employee's behaviour(Härtel & Fujimoto, 2014).

Features:Key features of hard HRM model are enlisted below:

1)      Recruitment Redundancy of Human Resources Management:

In this model, the key feature is strict behaviour with employees to enforce them to represent maximum performance and production outcomes. Because of the key focus on the production and strict policies, organization with hard HRM models have higher short-term changes in the employee's numbers.

2)      Lack of Communication of Human Resources Management:

Organizations with hard HRM models are having issues with the communication system. Taller organizational structure and autocratic leadership styles create barriers for communication and information flow from top to down hierarchy levels which is a key feature of hard HRM models.

3)      Performance Appraisal System of Human Resources Management:

In the hard HRM models, managers are strictly focused on the pay and return system. Therefore, they try to maximize output while paying minimum wages. Considering the focus on outcomes they use appraisal system and makes judgements about the good and bad behaviour of employees.

5)      Strategic improvements of Human Resources Management

Hard HRM is emphasizes on the significance of the strategic fit according to the human resource policies and practice in the working team. Strategic improvements are used to gain the competitive advantage in the market.

Examples: Some common examples of hard HRM are Theory X model and the Michigan Model.