Managing Human Resources: Hard and Soft Approaches

This article discusses the concepts of Hard and Soft approaches in Human Resource Management (HRM) and their impact on organizations. It defines and explains these approaches, highlighting their similarities and differences. The article also provides examples of organizations using each approach, with Ryanair as an example of a Hard HRM approach and Google as an example of a Soft HRM approach.

MANAGING HUMAN
RESOURCES

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Definition and explanation of the Hard and Soft concepts of HRM .........................................3
Example of an organization using a Hard approach to HRM.....................................................5
lExample of an organization using a Soft Approach to HRM....................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

·INTRODUCTION
·Human resource management (HRM or HR) is the strategic approach to the effective
management of people in a company or organization such that they help their business gain a
competitive advantage. This report highlights the concept of HRM and the two branches of Hrm
namely Soft HRM approach and Hard HRM approach. After that the report goes on to explain
one of the organizations which is using Hard HRM operation in the organization to influence the
work of all the employee in such a way that it contributes toward achieving the organization
(Noe and et.al., 2017). In the end the report highlights example of the Soft HRM operation using
organization, report also specify the different evidence in the organization on the basis of which
it can be identify the HRM approaches which is used by the organization in long turn of the
business.
·MAIN BODY
·Definition and explanation of the Hard and Soft concepts of HRM
HRM is the approach or can be said as a group of the strategies which looks at effective
management of employee in the organization in such a way that it help the company in achieving
the organizational goal effectively. Generally this approach in the organization are designed to
maximize the efforts of the employee in such a way that all the employee in the organization feel
free to showcase their talent and also contribute toward the organization success (Wilton, 2016).
There are two different type of the HRM approaches which are used by the organization to
manage the employee of the organization namely soft HRM and Hard HRM. Soft HRM is the
approach which rooms around the betterment of employee in the organization as this approach
used to treat all the employee as one of the most important asset of the organization. In this
approach all the strategies which are developed in the organization are developed by keeping the
eye on the need of the employee in the organization. Whereas Hard HRM approach is the
approach which does not rooms around any specific party in the organization as this approach
used to treat the employee of the organization as just another resource of the organization. In
simple words, it can be said that this approach used to look at the employee as a resource which
will help them in achieving the higher amount of profit and will also help in getting the
competitive advantage in the market (Malik, 2018).

Soft Hrm approach used to bring the variety of the advantage and also some sort of the
disadvantages also for the organization. Soft Hrm help the organization in building a good
working environment in the organization. Also, all the employee in the organization are
motivated enough to work for the organization as organization passes a message to all the
employee that they are very important for the success of the organization. Soft Hrm approach
also help the company in building a trust among the employee in the organization which
eventually result that all the employee in the organization used to readily accept the different
thing which is expected by the organization in the tough it can be change management or
introduction of the new policy in the organization. Soft Hrm approach also help the company in
saving the cost of the company as there is low level of the recruitment which is done in the Soft
HRM approach as the organization look to retain the old employee in the organization by
providing them the training. Disadvantages which are brought by soft Hrm approaches is that it
sometime prove difficult to address the problem faced by one employee as this approach used to
treat all employee equally it gets difficult to find out the issue of one employee. Also, sometime
it makes the employee of the organization lethargic in the organization as they are not that force
by the senior authority in the organization.
Hard HRM approach also used to bring the variety of the advantages and disadvantages for the
organization in as Hard HRM help the organization in getting the fresh talent from the market
which help the company in managing the good and efficient workforce in the organization
(Veloso, Tzafrir and Enosh, 2015). This approach also help the company in improving the
profitability as all the strategies which are made in the organization are made with keeping in
mind the profitability of the organization. At the same time there are many disadvantages of
Hard HRM approach also as it hampers the motivation level of the employee to work in the
organization and also it proves as a big hurdle in getting the innovative idea in the organization.
Hard HRM approach also sometime builds a negative environment in the organization which
used to create the conflict and uncertainty in the organization.
Soft HRM and Hard HRM approaches of the HRM used to have the variety of the
similarities and difference in between them. If looking at the similarity then the biggest
similarity in both of the approaches of the HRM is the purpose of adopting both the approach as
both the approach in the organization are adopted with the sole motive of achieving the
organizational goal of the business. Both the approaches includes a variety of the strategies

which are applied by the organization to drive the performance of the employee in such a way
that the organization achieve the long term goal of the business. Whether by looking at employee
as an important asset or looking them as another resources to achieve the organizational goal.
Another similarity between this two approaches is that applying both the approaches in the
organization requires a several steps based process which need to be applied in the organization
for the purpose of influencing the work of the employee in positive way (Ashton, 2018).
When it comes on looking at the difference in between the two approaches. The biggest
difference which is found in between this two approach is that Soft Hrm approach used to roam
around the betterment of the employee in the organization for the sake of achieving the
organizational goal of the organization. At the same time hard skill used to look at an employee
as resources just like machinery and building which can help them in earning better profit and
getting competitive advantage in the organization. Another difference between this two approach
is that soft skill try to retain the employee in the organization and motivate them to work for the
longer period, also providing them a proper training on the regular basis which makes all the
employee feel comfortable in the working environment and also help the organization in
developing the skill set of the employee in the organization with the help of the training to the
employee. At the same time Hard HRM approach organization used to recruit the new employee
in the organization on the regular basis as they believe that the new employee will bring the new
set of the skill set in the organization and also Hard HRM approach used to change the position
of the employee on frequent basis as this approach used to bring the thought that the employee
working outside their comfort area always able to adopt new skill set (Ibrahim and Zulkafli,
2016). Another difference which is found in this approach is that the communication in hard
approach used to come in the downward flow as all the decision or the order are passed on by
the senior authority to the employee in the organization. This is not the case in the Soft Hrm
approach as there is no fix flow of communication as suggestion of employee are also taken by
the organization before making any decision in the organization. In Soft HRM organization
generally used to use more democratic leadership style whereas in Hard HRM approaches
organization uses more Autocratic leadership style. In soft HRM there are many sorts of
incentive and wages which are given to the employee for the extraordinary performance shown
by them. This is not the case in the Hard Hrm approach as there is no sort of the appreciation
from the company site for the employee (Thunnissen and Van Arensbergen, 2015).

l壱Example of an organization using a Hard approach to HRM
Ryanair is the organization which uses Hard HRM approach in the organization to
manage the employee in the organization. Ryanair DAC is an Irish budget airline founded in
1984, headquarter of Ryanair is based in Swords, Dublin, Ireland, with its primary operational
bases at Dublin and London Stansted airports.
Ryanair has seen good amount of the success in the past due to the quality of the service
which is offered by the organization to the customer. Employee in the organization are the one
who have played a very crucial role in the success of the organization as in the airline industry,
organization has to deal with the different customer from different background as a result
employee of the organization has to solve the issue very efficiently. In the recent past it has been
found that employees of the organization are not happy with the behavior and the working
environment of the company as company is looking to just expand their business by adopting
new venture in the organization or adopting new technique of operation in the organization. As a
result, Ryanair has started overlooking at the management of the employee in the organization.
The reason behind identifying that Ryanair is using Hard HRM approach is that in the past all
the employee used to get the training on the frequent time interval to improve the skill set in the
organization but in the recent past it has been find out that few employee in the organization are
only used to get the training in the organization (Bratton and Gold, 2017). The reason behind
this step is to save the cost of the training in the organization as organization is investing into
different venture it has eventually increase the finance requirement for the company as a result
company has taken the step to reduce the cost of the company. Looking at the profit making
rather than employee management in the organization is one of the aspects of the Hard HRM
approach and it is found in the working of the Ryanair.
As explained in above section that in Hard HRM approach communication used to flow
in the downward way as all the employee in the organization has to follow the instruction or the
order which has been passed on by the senior authority in the organization. This was the same
case in Ryanair also as all the decision in the organization used to taken by the Michael O'Leary
of the organization. There was no involvement of the employee in the decision making in the
organization as it has sometime created the situation of the uncertainty among the employee in
the organization as employee in the organization is not able to keep their point of view in front
of the senior authority who is taking the decision. For Example: Employee of Ryanair has

warned the senior authority that there is problem in the supply chain of the organization but the
management of the organization has not looked in this seriously. As a result, Ryanair has to pay
a good amount of money at time when the supply chain of resource of the organization was
stopped. As autocratic leadership style is found in Hard HRM approach it can be said that
Ryanair was using the Hard HRM approach in the organization.
Another reason through which it can be identified that Hard HRM approach has been
used in Ryanair is that in Ryanair there was high employee turnover in the organization and
organization was also not taking any big decision in the organization to stop the flow of the
employee leaving the organization (Sparrow, Brewster and Chung, 2016). In return of the same
organization was recruiting new employee in the organization as they were having the thought
that the new employee will bring the new skill set in the organization and will help them in
improving the operation of new machinery resources in the organization. As organization was
expanding and bringing the new technology in the organization. Also, all the employee in the
organization was not clear about the role they have to play in the organization as in the
organization the role of the employee used to change on the regular basis as per the requirement
of the Human resource. This has generally happened because there were a smaller number of the
employee in the organization. As this all thing are seen in the Hard HRM approach it can be said
that Ryanair uses Hard HRM approach in the organization.
l壱Example of an organization using a Soft Approach to HRM
Google is the organization which uses Soft HRM approach in the organization to manage
the employee in the organization. Google LLC is an American multinational technology
company that specializes in Internet-related services and products. Services of Google
include online advertising technologies, search engine, cloud computing, software, and
hardware. Google was founded in September 1998 by Larry Page and Sergy Brin.
Google is one of the biggest organizations and always believe that the employee are the
one who have helped them in getting the success what they are enjoying today. Google is the
organization who have build a good employer value in the market as all the employee in the
global market lover to work for the organization. The biggest reason behind the same is the
environment and the HRM approach which is used by the Google in the organization. As Google
uses Soft HRM approach in the organization all the employee used to feel free to work in the

organization. As all the strategy which is made in the organization are made by keeping the need
and requirement of the employee in the mind.
The reason behind identifying that Google is using Soft HRM approach is that google
used to provide the one-month training to all the employee who is going to join the organization.
Also, after that google used to provide one two three month on job training to all the employee
in the organization which help the company in passing on the message to all the employee that
the organization used to provide the equal sort of the opportunity for all the employee to
showcase their skill (Collings, Wood and Szamosi, 2018). This eventually help the company in
passing on the message that the organization used to care about all the employee which increases
the motivation level of the employee in the organization. Google always try to retain the
employee in the organization for the longer period of the time by providing all the employee
good job security. As google used to feel that if all the employees are given the freedom to work
in the organization, they are able to give the best performance as their mind is clear that the
organization is behind them. Job security and employee retention are one of the important
aspects of Soft HRM practice so it can be said that Google is using Soft HRM approach in the
organization.
As explained in above section that in Soft HRM approach organization used to
understand the need of the employee and on the basis of that organization used to take the
different decision in the organization. For understanding the need and requirement of the
employee organization used to organize different formal and informal meeting in the
organization in which all the employee of the employee is invited and asked to give their opinion
which can help the company and on the basis of that the Google is able to understand the need
and the requirement of different employee in the organization. Not only that Google has a
structure in the organization where all the employee in the organization are given the
opportunity to pass on the message to the team leader and manager about suggestion which can
be applied in the organization (Cook, MacKenzie and Forde, 2016). Team leader and manger
after that passes on the same suggestion to the decision-making authority in the organization.
Senior authority used to look at the suggestion of the same and try to implement the same in the
decision of the organization. As Soft HRM approach used to involve the employee in the
decision-making process and also all the strategy used to roam around the employee in the
organization it can be said that the Google used to use Soft HRM approach in the organization.

Google also used to provide good amount of wages and incentive to the employee of the
organization so that they feel motivated in the organization. Google used to appreciate the
employee in the organization by the way of incentive for outstanding performance (Rahman,
Tabassum and Sultana, 2017).
·CONCLUSION
After going through the above report, it has been summarized that there are two branches
of HRM namely Hard HRM and Soft HRM. Both of them are very different from each but used
to provide the variety of the benefit for the organization. Soft HRM used to look at the employee
as a most important assets of the organization where as Hard HRM approach used to see
employee as just other assets which can help them in improving the profitability of the
organization and also getting competitive advantage. After that the report summarized that
Ryanair used the Hard HRM approach to lead the operation of the HRM in the organization. In
the end the report summarized that Google is the organization who used to use Soft HRM
approach to influence the work of the individual in such a way it helps them in achieving the
organizational goal.

·REFERENCES
Books and Journals
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New York, NY: McGraw-Hill Education
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Cook, H., MacKenzie, R. and Forde, C., 2016. HRM and performance: The vulnerability of soft
HRM practices during recession and retrenchment. Human Resource Management
Journal. 26(4). pp.557-571.
Rahman, T., Tabassum, A. and Sultana, N., 2017. Identifying the Reliability and Validity of
Hard and Soft HRM Measures: A Study on the Banking Sector of Bangladesh. ABAC
Journal. 37(2). pp.104-117..
Wilton, N., 2016. An introduction to human resource management. Sage.
Malik, A., 2018. HRM and ER: a strategic perspective. In Strategic Human Resource
Management and Employment Relations (pp. 13-21). Springer, Singapore.
Veloso, A., Tzafrir, S. and Enosh, G., 2015. How employees perceive HRM practices:
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challenges and changes, pp.19-36.
Ashton, A. S., 2018. How human resources management best practice influence employee
satisfaction and job retention in the Thai hotel industry. Journal of Human Resources
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Ibrahim, H. I. and Zulkafli, A. H., 2016. Corporate governance, HRM practices and
organizational performance. Соціально-економічні проблеми і держава. 14(1).
pp.30-40.
Thunnissen, M. and Van Arensbergen, P., 2015. A multi-dimensional approach to talent: An
empirical analysis of the definition of talent in Dutch academia. Personnel
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