MBA - HRM

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Soft HRM Concept for Effective Employee Performance

Introduction

Human Resource Management (HRM) is a crucial function for any organizations because organizational success is a dream without skilled and capable employees. HRM can be categorized into two aspects such as Hard HRM and Soft HRM (Prowse & Prowse, 2010). Hard HRM is associated with the basic HRM roles and Soft HRM aspects are advanced HRM roles. Hard HRM is task oriented and soft HRM is people-oriented (Cook, et al., 2016).

Figure 1 – Hard Vs. Soft HRM (Source: Tutor2u,2019)


Soft HRM

Soft HRM focuses on human aspect such as ensuring trust, employee development, effective relationships with employees etc. Soft HRM emphasizes individuals’ emotional aspect and inner desires. Soft HRM tend to treat people as the most vital resource in the organization to gain competitive advantage. Employees’ preferences and requirements are largely concerned by employers under the soft HRM. Continuous appreciation and feedback lead to reinforce employees towards better performance and achievements (Cregan, et al., 2021).

 

Key Features of Soft HRM

·         Maintaining a solid reciprocal communication

·         Work and responsibility delegation among employees to motivate and empower them.

·         Performance appraisal focuses on determining employees’ development needs.

·         Flat organization structure

·         Emphasizing democratic leadership (Prowse & Prowse, 2010).

Impact of Soft HRM on Employee Performance

Soft HRM is a crucial aspect for enhancing employee performance as organizations can address inner desires of employees through soft HRM practices such as work delegation, employee concentration, effective communication etc. These aspects empower employees to provide their maximum for organizations and employee feel that employers treat them as a valuable resource (Truss, et al., 1997). Soft HRM promotes employee commitment and collaboration within workplace to achieve higher productivity. Soft HRM within an organization leads to create flexible working environment for employees under the democratic nature leadership characteristics. At the same time employee are emotionally attached to the organization with soft HRM practices and they tend to improve their performance (Saha, 2013).  Soft HRM enhances employee morale as employees feel that organization value their effort and motivate to perform effectively (Cook, et al., 2016). However, democratic leadership in soft HRM may lead to delays in problem solving and some time it can be leads to reduce performance of individuals and organization (Cregan, et al., 2021).

 

Conclusion

Soft HRM is a crucial aspect for enhancing employee motivation in the workplace and it contributes to feel employees to their value for organization (Prowse & Prowse, 2010). However, mere soft HRM is not suitable for every organizational setting and organizations should apply both soft and hard HRM concepts to achieve effective performance from employees.


References

Cook, H., MacKenzie, R. & 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.

Cregan, C., Kulik, C. T., Jonston, S. & Bartram, T., 2021. The influence of calculative (“hard”) and collaborative (“soft”) HRM on the layoff‐performance relationship in high performance workplaces. Human Resource Management Journal, 31(1), pp. 202-224.

Prowse, P. & Prowse, J., 2010. Whatever happened to human resource management performance?. International Journal of productivity and performance management, pp. 1-15.

Saha, S., 2013. Increasing organizational commitment strategically using Hard and Soft HRM. International Journal on Global Business Management & Research, 2(1), p. 62.

Truss, C. et al., 1997. Soft and hard models of human resource management: a reappraisal. Journal of management studies, 34(1), pp. 53-73.

Tutor2u,2019.Tutor2u.[Online] Available at: https://www.google.com/search?q=difference+between+soft+and+hard+hrm+pictures&tbm=isch&ved=[Accessed 11 November 2021].

 

 

 

 

 

 

 

 

 

 



Comments

  1. Asma NafazDecember 1, 2021 at 9:33 AM

    It shows the differences between hard and soft HRM and the importance of implementing soft HRM. Further it’s not ideal to apply soft HRM in all the organizations.

    ReplyDelete
  2. Lakshmi BandaraDecember 1, 2021 at 4:21 PM

    Hard HRM simply comply with boss laborer relationship in personal management while soft HRM is the modern concept. Soft HRM is highly appreciated in every organization where employees get satisfaction in their working environment. Influencing employees with good practices leads the organization towards success as well. Nice article.

    ReplyDelete
  3. M D S PereraDecember 1, 2021 at 6:03 PM

    Dear Thushara a very good article on the importance of Hard and Soft HRM.Thushara, I think It is also important that we should emphasize on the leadership style of the particular scenario. Organizations based on Autocratic leadership style are much prone to Hard HRM while democratic employee leading institute may support soft HRM. Both are equally important and should be strategically applied upon the persisting situation. Thanks Thushara for sharing.

    ReplyDelete
  4. Sujeewa RupasingheDecember 1, 2021 at 9:06 PM

    Very good illustration of how soft HRM would work and effectiveness of democratic leadership linking with SME perspectives.

    ReplyDelete
  5. Nuwansiri RathnayakeDecember 2, 2021 at 8:35 AM

    Useful blog. You have clearly explained that how important soft and Hard HRM concept are useful in order to achieve the business goal. Agreed with you, as you mentioned there is not sufficient only soft HRM concept to get the higher productivity. There should be practice both concept to success the organizational task. good blog and it's really useful.

    ReplyDelete
  6. Vishwa GunarathnaDecember 3, 2021 at 10:15 PM

    Dear Thushara Some of the key features of agile human resource management focus on how employees are rewarded for their performance and how motivated employees are actively involved in achieving the strategy, mission, and values. value of the company. Other features of soft HRM include greater motivation to empower employees by encouraging them to take responsibility for their roles, open communication between management and employees, and more rewards and performance-based recognition. Organizations also often use a more competitive compensation structure, such as profit sharing or company bonuses, when adopting a soft HRM approach.

    ReplyDelete
  7. Chenaka HettiarachchiDecember 4, 2021 at 4:12 AM

    This article is very important. Because, in any organization, no matter how small, it is essential to understand what your employees do, how they do it and why they do it. There must be a methodology in the organization. Thanks for share.

    ReplyDelete
  8. Sanjaya BandaranayakeDecember 6, 2021 at 4:03 AM

    In today's business world soft human resources management is the best possible way to retain talented and skilled employees with a organisation. Job market is highly competitive employees tend to leave companies if they are not treated as company's important assets. Good blog

    ReplyDelete
  9. Shanaka herathDecember 8, 2021 at 12:09 AM

    Useful article, successful HRM need to keep relationship with employee & employer both. Communication, development and training is major part of HRM. Definitely we need to keep a soft HRM with them to do it successfully. People is the most valuable asset for organization and exactly need to know there requirements and expectation. soft HRM can get perfect information. thanks for sharing.

    ReplyDelete
  10. Sandya December 8, 2021 at 8:38 AM

    The main advantages of soft HRM: High levels of employee Participation, higher motivation, greater Commitment from staff, less absenteeism, greater productivity. Using soft HRM approach, maintaining the company's employee collaboration, enhance cooperation, enthusiasm and work of the staff, so encourage employees can achieve maximum performance from them, reaching the competitive advantage. Moreover, using soft HRM helps the communication and teamwork between employees and management, staff feels good to work.

    ReplyDelete
  11. Asitha DDecember 13, 2021 at 5:30 AM

    HRM model that is applying in the organizational context is impacting on the employee performances. It is better to apply soft HRM model in order to improve performances of employees.

    ReplyDelete
  12. Anuruddha MBA HR BlogDecember 18, 2021 at 11:32 PM

    Useful article, successful HRM need to keep relationship with employee & employer both engagement. Soft HR is currently more in practice for the key performers and retaining talent. Balance in both Soft & Hard HR is important.

    ReplyDelete
  13. Suresh HeenatigalaDecember 19, 2021 at 8:17 AM

    Very important article for us because hard & soft HRM.very effective & effeciency for company

    ReplyDelete

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