WELCOME
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SOFT & HARD
Model Of HRM
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HRM & SHRM
SHRM
Strategic Human Resource
HRM Management is defined as
Human resource management alignment of strategic business goals
is the practice of recruiting, of the organization with human
hiring, deploying and managing an resources, so as to foster innovation
organization's employees. and improve motivation, satisfaction,
productivity, and eventually overall
Considers Employees As Human performance.
Resource
Considers Employees As Strategic
Human Resource
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MODELS OF HRM
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Storey in 1989 who elaborated on the Michigan and
Harvard models on management (1960). Harvard and
Michigan propounded theory X and Theory Y to explain
two different styles of HRM.
Theory X Michigan/Hard HRM
Model
Theory Y Harvard/Soft HRM
Model
Theory x has similarity with Hard Model of HRM &
Theory Y with Soft HRM
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SOFT HRM
SOFT HRM = People-Focused / High-Commitment
Treats employees as the most important resource in the business and a
source of competitive advantage.
Focal Points
Needs of employees
Employee Training
Development
Commitment
Participation
Motivation
Workforce flexibility
Quality
Strategic integration
Modern approach to strategic human resource management.
AKA Humanistic HRM or Harvard Model
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SOFT HRM
Stakeholder
Interests
i)Stakeholders
ii) Employees
iii) Managament
iv) Government
v) Communities HR Strategy
vi) Unions i) Employee HR Outcomes Long-term consequences
i) Commitment i) Organizational effectiveness
influence
ii) Human Resources ii) Congruence ii) Individual well-being
iii) Competence iii) Societal well-being
flows
iii) Reward system iv) Costs
iv) Work systems
Situational Interests
i) Workforce type
ii) Business strategy
iii) Management philosophy
iv) Labour market
v) Task technology
vi) Societal values
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HARD HRM
HARD HRM = Task-Focused / Low-Commitment
Treats employees simply as a resource of the business (like
machinery & buildings)
Focal Points
Performance Management
Strategy in Achieving Organizational Goals
Cost Control
Hiring, Moving and Firing
The concept of “Hard HRM" is the basis for the traditional
approach toward human resource management.
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Cultural
HARD HRM Forces
Economical Political
Forces Forces
Missions &
Strategy
Organization HR
structure Management
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KEY FEATURES OF SOFT &
HARD MODEL OF HRM
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SOFT MODEL
Longer-term workforce planning
Strong and regular two-way communication
Performance-related rewards (e.g. profit share, share
options)
Delegation of authority
Appraisal systems focused on identifying and addressing
training and
other employee development needs
Flatter organizational structures
Suits democratic leadership style
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HARD MODEL
Short-term changes in employee numbers (recruitment,
redundancy)
Minimal communication, from the top down
Pay – enough to recruit and retain enough staff
(e.g. minimum wage)
Little empowerment or delegation
Appraisal systems focused on making judgments (good
and bad) about staff
Taller organizational structures
Suits autocratic leadership style
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SOFT HRM vs. HARD HRM
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HARD HRM SOFT HRM
Theory X Links to theory Y
Employees are like Employees treated as
machine individual
Focus on short
Long term strategy
term
Autocratic Democratic
Leadership leadership
Tall organization Flat organization
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HARD HRM
1.Useful in crisis
2.Useful when 1.Poor employee
management have Leads to relation
expertise 2. Impact in
3.Quicker decision motivation
making
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SOFT HRM
1.Best use of skill
2.Useful when 1.Decision making
employees are Leads to needs more time
experienced 2.Costly approach
3.Creativity and
innovation
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Techniques Used
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Techniques Used
SOFT HRM HARD HRM
1. Limited
1. Delegation Delegation &
2. Empowerment team working
2. Less pay
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Practitioners in
this context
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Practitioners in this
context
Practitioner of
Known for Soft HRM
Practitioner
of Known for
Hard HRM
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Global Hard and soft HRM
model user company
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Soft Hard
Model Model
Organization Employee Employee Training Employee Employee Close
as human involvement & as cost as factor of integration of
developme production HRM with
nt business
strategy
CADBURY YES YES YES YES NO NO
BHP YES YES YES YES NO NO
Westfield YES NO NO YES NO NO
Ticor NO NO NO NO NO NO
Bangladesh perspective
SOFT HRM HARD HRM
1.Unitex 1.KFC
2.AJI Group 2.Uniliver
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Which is best?
Soft or Hard
HRM?
The answer is – it depends!
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Description Soft Model Hard Model
HRM HRM
Cost Effective
Workforce
Quick Decision Making Decision Maybe Wrong!
Attention To The Needs
Of Employees
Higher Absenteeism
Staff Turnover
Employee Satisfaction
Employee Motivation
Competitive Advantage Too Much is competitive
disadvantageous
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So We Can Say
Situation Of The Organization &
Behavior Of The Employees
Convey Steward Which Is Best
Fitted To Follow !!!!!!!!!
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THANK YOU !
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