Soft HRM Report: Implications, Critical Assessment, and Conclusion

This report provides an overview of Soft HRM, defining it as an approach to Human Resource Management that prioritizes employee motivation, satisfaction, and development. It explores the implications of Soft HRM, highlighting its focus on employee benefits, high commitment, and treating employees as valuable resources. The report assesses Soft HRM critically, discussing its impact on workplace culture, market competition, and organizational environmental factors. The analysis includes the use of democratic leadership and the importance of employee skills and experience. The report concludes by referencing real-world examples like Unitex and AJI Group, acknowledging potential competitive disadvantages related to cost-effectiveness and employee satisfaction, and providing a comprehensive analysis of the subject.

SOFT HRM

Contents
Introduction......................................................................................................................................2
Implications of Soft HRM...............................................................................................................2
Critical Assessment.........................................................................................................................2
Conclusion.......................................................................................................................................3
References........................................................................................................................................3

Introduction
The Human Resource Management is the practice which is for the recruitment, hiring,
deployment and then managing the employees of an organization. The strategic human resource
management is about the alignment of the business goals of the organization with proper human
resources for fostering innovation. It then complies to work on improving the motivation,
satisfaction and the productivity with overall performance as well.
Implications of Soft HRM
The soft approach can be helpful for making a business in case for an approach that will help in a
better reward performance of employee. It will be motivating the staffs as well. The problem
could be about the employee benefits which could be added up with major cost of the workforce
that tends to leave the business at a competitive disadvantage. It clearly helps with high
commitment, people focused factors along with treating the people as the important resource in
the business. There are arguments about identifying the processes to equate respective interest
with influencing organizational choice for human resource practices to policies, influencing
employees and the organizational structures as well. The focal points are the need of employees,
employee training, their development, commitment and the participation that helps in improving
the workforce flexibility and the quality integration as well (Cook, MacKenzie, and Forde, 2016).
They have a major impact on the benefits with total commitment for organizational employees,
their involvement and decentralization and participation for decision making process. The choice
of the model is a rational model which helps in providing a wider range of opportunities for
pursuing a mission. The new strategies make reconsiderations for positive and negative
influences to achieve better organizational objectives for higher performance and effectiveness.
Critical Assessment
The soft approach is assessed to have a major impact of open system strategy which allows the
participation and employee integration for better policy formulation and handling organizational
environmental issues. (Rahman, Tabassum, and Sultana, 2017). There are different aspects which
includes handling workplace culture and the competition of market as well. For soft HRM, they
are advocated for internal, personal and external environmental factors that integrates into
strategy of property development for best practices. It helps in treating the employees as an

important resource in business and competitive advantage where the employees are also treated
as individuals and their needs are also planned accordingly. (Gheiratmand ., Hosseini, and Reihani,
2017).
Conclusion
The soft HRM highlights about the democratic leadership style and treat the employees as the
important resource in the business (Collings, Wood & Szamosi, 2018). The employees are
considered to be the individuals where in they make best use of skill which is useful when the
employees are experiences. It leads to the decision making which needs more time and costly
approach. The companies like Unitex and AJI Group use Soft HRM as they are helpful for the
cost-effective workforce. The attention is to the needs of the employees and the satisfaction of
the employee which might be a competitive disadvantage.
References
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.
Gheiratmand, T., Hosseini, H.M. and Reihani, S.S., 2017. Iron-borosilicate soft magnetic composites: The
correlation between processing parameters and magnetic properties for high frequency
applications.
Journal of Magnetism and Magnetic Materials,
429, pp.241-250.
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.