Survey Analysis: HRM Approaches and Achieving Business Objectives

This journal entry analyzes the evolution of Human Resource Management (HRM) approaches, contrasting the traditional 'hard' approach with the contemporary 'soft' or humanistic approach. It presents findings from a survey conducted among class members to determine the preferred approach for achieving business goals, revealing a leaning towards the soft approach, which emphasizes employee well-being and motivation. The analysis discusses how HRM has evolved from a basic function focused on recruitment and compensation to a more advanced function that values organizational culture, relationship building, and employee development. It also highlights the importance of balancing both hard and soft aspects to foster employee commitment and drive organizational success, while acknowledging that a shift towards a harder approach may be necessary if productivity falters. The journal concludes that when employees are treated fairly and their needs are met, they are more likely to contribute to the organization's competitive advantage and overall success.

Journal: HR Approaches
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Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Analysis.....................................................................................................................................3
3.0 Conclusion.................................................................................................................................4
Reference Lists................................................................................................................................5
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1.0 Introduction
The role and function of HRM has evolved over a period of time (Truss, Shantz, Soane,
Alfes & Delbridge, 2013). Earlier employees and staffs within an organization were merely
thought of as a machinery performing tasks. Contemporary management thinker now considers
employees to be a critical and vital resource for the organization. The approach of the
management has hence transformed from having hard approach transforming into soft approach.
Management and other senior stakeholders of contemporary organizations feel that providing
adequate attention and importance to employees can lead to their motivation hence improved
commitment. The scope of this analysis includes evaluating the current approach of HRM, which
can contribute towards business goals and further add to employee satisfaction.
2.0 Analysis
Survey findings revealed that most appropriate approach to managing organizations, in
achieving business goals is humanitarian or soft approach. This is a method is known to focus on
the most essential resource for an organization, which is the human resource. Hard approach to
HRM is considered basic function and soft approach as advanced HRM function. HRM is
considered to be a crucial function for organization’s success (Dries, 2013). Hard aspects of
HRM can be considered to be recruitment, selection, compensation and benefits, performance
appraisal whereas soft aspects include organization culture, relationship building, and leadership
and so on. It focuses on human side of trust, collaboration, skill development and so on. Soft
approach can effectively motivate staffs and employees to contribute towards business policies
and practices. Employees and staff in return feel for the organization and undertake effort to
contribute and to bring about profitability to the business. Earlier role of HRM was focused more
on hard approach as they did not attach much of importance to employees. Sinha, Abraham,
Bhaskarna, Xavier & Kariat (2014) evaluated that through humanitarian approach HRM can
significantly contribute towards business goals.
Today’s organizations focused on building growth and success of organizations focus on
both hard as well as soft aspects. Soft aspects allow development of core competencies and
capabilities of organizations. Employees once motivated due to vested interest of the company,
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can in turn work towards organizational goals in a more committed manner. They can pursue
strategies such that business competencies can be devised and maintained. Factors which can
contribute towards changing attitudes regarding HRM are unproductivity. Despite pursuing of
soft approach or humanitarian approach to managing employees if they fail to render
productivity then change of attitude is adopted (Alagaraja, 2013). The management then takes a
decision to focus on enhancing hard approach and adopting it as a strategy for the organization.
Employee’s needs are fulfilled when the organization adopts soft approach, hence they are more
likely to be satisfied. Employee satisfaction is more likely to lead to business growth and
development.
3.0 Conclusion
Employees feel that in case they are treated reasonably and fairly, then they are more
likely to develop opportunities for the organization. Company through this way can easily
achieve competitive advantage. Employees will be more likely to work towards enhancing the
business potential for meeting business goals and objectives. While business goals are achieved,
employees of the company are more likely to be satisfied with soft approaches.
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Reference Lists
Alagaraja, M. (2013). Mobilizing organizational alignment through strategic human resource
development. Human Resource Development International, 16(1), 74-93.
Dries, N. (2013). The psychology of talent management: A review and research agenda. Human
Resource Management Review, 23(4), 272-285.
Sinha, V., Abraham, A., Bhaskarna, B., Xavier, K., & Kariat, K. (2014). Role efficacy: Studying
the impact on employee engagement, employee motivation and attrition. International
Journal of Human Capital and Information Technology Professionals (IJHCITP), 5(4),
35-54.
Truss, C., Shantz, A., Soane, E., Alfes, K., & Delbridge, R. (2013). Employee engagement,
organisational performance and individual well-being: exploring the evidence,
developing the theory.
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