What is Hard HRM and Soft HRM ?

There are multiple ways to approach HR strategies in the organization but the major two sources which most of the organization chooses either way are Hard HRM and Soft HRM

So, these two approaches are very diverse but in a real business situation, we have to use both of the pieces. So, let’s find out what is the difference between these two approaches.

Key Features of Hard HRM & Soft HRM

HARD HRM

In this approach human resource treats employees simply as just another resource.

What resources do we need?

How do we hire them and what will be the cost?

How do we channel them for the most productivity?

Human Resource’s identifies the need of the business and manage the current employees, hire the new resources & fire them accordingly. (Hire & Fire approach).

  1. Short term changes (Recruitment – Hire & Fire)
  2. Top To down minimum communication.
  3. Large, complex taller hierarchy.
  4. Dictatorial Leadership style.

SOFT HRM

In this approach human resource treats employees as the most important resource of the organization.

How do we get the best out of our employees?

How can they help give their best and add affect the Organization’s ROI & success?

Human Resources concentrate on the employee needs like role, reward, recognition, L&D & a positive environment.

  1. Two-way communication (Open door policy)
  2. Performance-based rewards
  3. Focus on Job Satisfaction
  4. Flat Organization Structure
  5. Laissez-faire leadership style

So, which approach is better???

It’s all about what is your organization’s vision and goals are, in some situations Hard HRM works very well looking at the employee strength & weaknesses but on the other hand, the Soft HRM approach is required for more efficiency
and creativity. 

Hard HRM is usually cost-effective and the organization takes the quick decision with regards to hiring and firing. This also results in high attrition and impacts the organization’s branding in the market.

Whereas Soft HRM is the high-cost approach that requires the budget to go ahead with all the processes and benefits programs. This approach also implies maximum employee satisfaction and efficiency which also results in positive employee retention and strong organizational branding.