Hard vs Soft HRM Models Flashcards
What is the Hard HRM Model?
Based on McGregor Theory X
An old-fashioned style of management and leadership.
Prioritizes efficiency, productivity, and cost-effectiveness,
Viewed HR as being passive, easily replaceable & disposable.
Hard HRM is characterized by its strict rules and policies, task-oriented, authoritarian mgt style, and limited employee involvement.
These characteristics reflect a mgt approach focused on tight control and strict enforcement to drive organizational performance.
Focuses on the quantitative, calculative, and business strategy aspects of managing human assets (headcounts).
What does Bach (2005) viewed Hard HRM model as?
- HRM is unitarist
- Interest of other stakeholders
- A predominant interest
Playing down on external and collection (Unionization) issues.
What are the Key Features of Hard HRM?
*One-Way Communication.
- Strategic control.
- Cost minimization.
- Limited communication. (one-way communication between managers and employees)
- Transactional leadership.
- Lower wages and high turnover.
What is the Hard HRM Time Scale?
- HRM seen as short-term policy.
- Employees are hired and fired.
- Treats employees as resources of the organization.
What are the Motivational Techniques used in Hard HRM?
- Setting clear and significant goals.
- Providing explicit task instructions.
- Establishing an objectives system to keep employees focused.
Motivated by pay with limited use of delegation and team-working.
What are the advantages of Hard HRM?
(4/5)
i. Increased efficiency and cost-effectiveness.
ii. Greater control over the business.
iii. Stricter management style.??
iv. Faster decision-making.
v. Better visibility over the company.
What are the disadvantages of Hard HRM? (7)
i. Employee frustration and disengagement - Can result in lower productivity and potentially high staff turnover rates, which can incur long-term costs.
ii. Burnout - Strict control methods and lack of focus on employee wellbeing/welfare can lead to burnout, low morale, and a decline in job satisfaction.
iii. Increased dissatisfaction and frustration among employees.
iv. Less competitive salaries, passive participation, and less empowerment demotivate employees
v. Employees morale is declining.
vi. Potential employee frustration and disengagement, lead to lower productivity and high staff turnover rates that may cost more long-term.
vii. High turnover rates, decreased employee satisfaction, and general apathy toward company success, especially culturally
What is the Soft HRM Model?
A more modern and democratic leadership style.
Prioritizes employee well-being, motivation, and development, creating a positive work environment and fostering trust and collaboration.
Employees are seen as proactive rather than passive.
Focuses on treating the employees as one of the company’s most valuable assets.
When mgt sees its employees as valuable resources; crucial to the company’s long-term goals.
Employee needs will be considered in long-term organizational planning by HR depts.
What are the Key Features of Soft HRM?
- Focus on building relationships.
- Two-way communication.
- Management of people as assets.
. Provision of training opportunities.
What is the Soft HRM Time Scale?
- Takes a long-term view of using the workforce for possible long-term to achieve corporate objectives.
Treats employees as most valuable resources (assets).
What are the Motivational Techniques used in Soft HRM?
- Two-way communication
- Business transparency
- Higher wages
- Investing in employee wellbeing
- Training and career development programs
. Delegating & Empowerment.
What are the advantages of Soft HRM?
(5)
i. Employee well-being - Focuses on creating a positive company culture with professional development opportunities.
ii. High employee participation - Encourages collaboration and cooperation.
iii. + work environment - Caters to individual needs and treats employees as valuable assets.
iv. Increased motivation and commitment - Leads to lower absenteeism and higher productivity.
v. Open dialogue - Involves staff in decision-making, enhancing engagement and job satisfaction.
What are the disadvantages of Soft HRM? (9)
i. Increased costs - due to higher pay, perks, and training opportunities which can challenge a company financially.
ii. Costly training programs - that may or may not deliver a healthy return on investment.
iii. Slow decision-making - A democratic leadership style that waits for team input can cause delays.
iv. Potential for reduced accountability - where employees might feel less accountable for poor performance due to a strong focus on employee treatment.
v. High turnover - The emphasis on individual development and well-being may not prevent high turnover.
vi. One-way communication - Soft HRM may result in one-way communication between management and professionals.
vii. Performance reviews - Soft HRM performance reviews may fail to motivate or provide constructive feedback.
viii. Resource-intensive - Implementing soft HRM practices can be resource-intensive in terms of time and financial investments.
ix. Decreased competitiveness - Being slow to reorganise and adapt might make a company less competitive than those who are faster to adapt.
How does Storey (1989) has distinguished between ‘hard’ and ‘soft’ forms of HRM?
- Hard HRM - Focuses on the costs incurred by the human resources of a firm.
. Soft HRM - Stresses the human aspects of HRM.
What are the Characteristics of Soft HRM(High-Commitment) and Hard HRM(Low-Commitment)?
I. EMPLOYER ATTITUDE -
High-Commitment/Soft HRM; People –focused. Considers HR as biggest assets.
Low-Commitment/Hard HRM; Task-focused. Employees employed to do jobs as directed.
II. RECRUITMENT -
High-Commitment/Soft HRM; Based on attitude and integration with the team.
Low-Commitment/Hard HRM; Based on the ability to do the job or to be trained to do the job in short span of time.
III. JOB DESCRIPTION
High-Commitment/Soft HRM; High degree of multi-skilling allowing staff to work in variety of areas
Low-Commitment/Hard HRM; Highly defined, with narrow scope.
IV. WORK DESIGN -
High-Commitment/Soft HRM; Continually review work design to be efficient and enjoyable for staff.
Low-Commitment/Hard HRM; Doing the job the same way it has always been done.
V. VISIBILITY OF CORPORATE GOALS -
High-Commitment/Soft HRM; Team members understand the bigger picture.
Low-Commitment/Hard HRM; Employees on told what they need to know for the role.
VI. WORKPLACE CULTURE -
High-Commitment/Soft HRM; Shared culture common to all.
Low-Commitment/Hard HRM; Usually hierarchical.
VII. CAREER PROGRESSION -
High-Commitment/Soft HRM; Assists employees in planning careers and provides opportunities for employees to develop within the business.
Low-Commitment/Hard HRM; No progression offered.
