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IntroductionHuman resource management can be defined as a practice in which the HR manager is involvedwith the activities of recruiting, selecting, training and deploying new employees for the purposeto make them efficient to achieve organisational goals. The study will place emphasis on both theconcepts of Hard and Soft practices in HRM. Further, the study will take two differentorganisations into an account for the purpose of explaining hard and soft HRM concepts wisely.At the end of this article, all the necessary activities that are involved in HRM would be clearlydetermined.
DiscussionDefinition and explanation of the Hard and Soft concepts of HRMHard concepts of HRMHard human resource management can be defined as the management system in which theemployees have been seen as a resource that is required to be controlled in order to achieve themaximum profit margin along with various competitive advantages (Noeet al., 2017). The manaim of hard HRM is to focus on cost controlling and achievement of business goals.Importance of Hard HRMThe concept of hard HRM holds a greater importance in corporate sector. When the organisationcompares hard HRM with soft HRM, it has been seen that hard HRM has more importance in thebusiness operations even though it may not sound positive as soft HRM practices. This type ofHRM practices are basically task oriented which implies that they only make decisions whichcan provide the organisation in achieving its objective effectively (Cascio, 2015). The decisionswhich are made under hard HRM system are basically centralised which means that only theleader will take corrective decisions which has to be followed by other team members. Higherauthority would be responsible for taking effective decisions under hard HRM system.Autocratic leadership is the traits of hard HRM practices. It is well known fact that employeesget the wages for their performances to their respective jobs. However, the employees do not getany extra employment benefits under this kind of HRM system which generally demotivates theworkers on a large scale. It is task centric HRM system in which they have a drastic need to meetthe consumers demand. However, the job opportunities are too high in this kind of organisationwho follows the hard HRM practices. But somehow, in today’s world the changes have beenoccurred in the views of business sectors which are cost leadership in terms of marketing, havethe special policies for workers and their hardships.Soft concepts of HRMSoft HRM practices can be defined as the management system which is generally involved in theactivities of treating their workers as the most essential assets within the business organisation.The soft HR manager believes that employees are the critical resources for the company who canprovide long-term benefits using various business strategies.Importance of Soft HRM1
The concepts of soft HRM system has been practiced by all the organisational sector as it giveshigher importance to their employees which can help the company to achieve its business goalsand objectives (Sparrowet al., 2016). The manager treats their employees as one of the mostessential resources and provides them with many employment benefits. UNder this type of HRMpractices, the employees feel motivated as their value in the organisation has been taken intoconsideration. It helps the company to improve the work efficiency of their employees whichresults in higher productivity level. It generates higher profits as the production level is alreadyincreased in the organisation due to the high practices of soft HRM system. As all the employeesare treated fairly in the organisation through implementing standardized procedures, which helpsto promote consistency in the workforce throughout the organisation. Apart from this, this typeof HRM system is engaged with the activities of recruiting and selecting new employees andthen provides training to them to improve their skills in order to increase their work performanceat workplace. According to Collingset al. (2018), the organisation who are more engaged withsoft HRM practices generally tries to maintain task as well as employees relationship equally sothat they can get better work performance from their workers. It is done through providingvarious employment benefits such as incentives, perks and rewards. As perZenget al. (2015),Ithas been observed that most of the international companies have been able to achieve success intheir business operation due to the fact that the job satisfaction is extremely high in this businessorganisation.Advantages and disadvantages of soft and hard HRM practicesAdvantages of Hard HRM practicesThe main advantages of hard HRM practices are as follows:Centralisation of work -It is the most important advantage that companies get throughimplementing hard HRM practices in their business operations (Kunc, 2017). It implies that allthe decisions and plans would be taken by higher authority and shared with employees whichhave to be followed by all the other workers while performing their respective jobs.Staff are well monitored -Under this HRM practices, all the staff are well monitored. It impliesthat all the activities of the employees will be regularly monitored and measured which can bringeffectiveness in their work performance (Barak, 2016). It will ultimately helps the company toachieve its business goals efficiently.Disadvantages of Hard HRM practices2