Hard VS Soft ???

 

 

 

Which of the two approaches is better??? The answer is….it depends!

Let’s see how…….

 

The “Hard” approach to HR might be expected to result in a more cost-effective workforce where decision making is quicker and focused on senior managers. However, such an approach pays relatively little attention to the needs of employees and a business adopting a genuinely “hard” approach might expect to suffer from higher absenteeism and staff turnover and less successful recruitment.

 

The “soft” approach will certainly appeal to the “touchy-feely” amongst us who like to see people being treated nicely!

And also, can make a good business case for an approach which rewards employee performance and motivate staff more effectively. How ever the danger of taking too “soft “an approach is that when all the employee benefits are added up, the cost of the work force leaves a business at  a competitive disadvantage.

 

 

Example for Hard HRM Approach

 

Let’s get the Amazon company

Amazon is renowned for its strict performance management procedures and focus on operational efficiency. The business uses metrics-driven HR procedures to keep a careful eye on worker performance. To maximize operational efficiency Amazon monitors the productivity measures of its warehouse workers, such as the quantity of products picked in an hour (Gartenberg et al., 2020). This is an excellent example of a hard HRM approach, where performance indicators are crucial and HR procedures are closely linked to accomplishing cost and productivity effectiveness objectives inside the firm.

 

 

Example for Soft HRM Approach

 

Let’s get the Google company

 

Google is well known for its employee-focused culture, which places a strong emphasis on innovation, creativity and empowerment. Through initiatives like Google University, the company makes significant investments in the professional growth of its staff members and fosters a flexible work environment that supports autonomy and work-life balance. In an effort to draw and keep top talent by creating a friendly and cooperative work environment, Google places a strong emphasis on developing an environment where workers feel appreciated and inspired (Bock, 2015).

 

 

Apart from that this short video describes the essential difference between Hard and Soft

After all we can categorize the key features of hard and soft HRM as below.

 

Key features of Hard HRM & Soft HRM

 

Hard HRM	Soft HRM
*Focus on business needs	People Centered
*Control and discipline	Developmental
*Transaction-Oriented	Flexible and adoptive
*Short Term Orientation	Long term Orientation

 

 

Conclusion

To sum up, the discussion surrounding hard and soft HRM highlights divergent approaches to human resource management. Hard HRM views workers as resources to be used as efficiently as possible. It places a strong emphasis on control, efficiency, and matching HR procedures with strategic business goals. Soft HRM, on the other hand, views people as important resources that are essential to the long-term success of the company and places a higher priority on employee development, well-being, and creating a positive workplace culture. The decision between the two ways has a substantial impact on employee relations, organizational culture, and ultimately the attainment of corporate goals, even if each strategy has advantages depending on organizational situations.

 

 

 

References

·         Gartenberg, C., Serafeim, G., & Rouen, E. (2020). Amazon employees, not robots, are the real engines of fulfillment. Harvard Business Review. 

·         Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. New York: Twelve.