Contrasting Approaches in Human Resource Management: Hard vs. Soft Models

Two main opposing methods of Human Resource Management (HRM) are the hard and soft models. The soft model views employees as valuable assets who add value to a business, emphasizing the importance of supporting employees through empowerment and opportunities for personal growth. In contrast, the hard model views the workforce as a tool or commodity—something to be controlled rather than seen as an investment. These contrasting models significantly influence the strategies, policies, and practices developed in a workplace.

The following points will highlight the differences in focus, effects, and outcomes between these approaches:

The soft HRM model treats employees as individuals requiring investment to grow and contribute to the business. Conversely, the hard HRM model regards employees as resources to be controlled and utilized efficiently.

The soft model focuses on fostering collaboration and leadership within the workplace, encouraging people to work together. On the other hand, the hard model emphasizes the delegation of tasks that need to be completed.

While the hard model is task-driven with a high workload focus, the soft model places importance on both productivity and employee wellbeing. The soft model prioritizes learning and development, raising the question of investment in employees and the long-term outcomes of such an approach.

One approach clearly offers more opportunities for employee investment and wellbeing, while the other is primarily driven by tasks and meeting business goals.

The soft model emphasizes employee wellbeing by creating a positive company culture, offering development opportunities, competitive wages, and a focus on overall wellbeing. This approach, when viewed long-term, can enhance employee retention, ultimately reducing turnover costs. Employees are likely to be more creative, motivated, and engaged under the soft model, which fosters a culture of idea-sharing and open communication, thus driving innovation.

In contrast, the hard model aims to increase productivity and efficiency through clear roles, boundaries, and expectations within a traditional hierarchical structure. In this model, managers dictate work rather than empower employees to meet demands independently. The hard model can be cost-effective due to its focus on task completion, but it often leads to burnout among staff, limited work flexibility, and strained relations between managers and workers.

In summary, the soft HRM approach offers greater potential for employee wellbeing and innovation, while the hard HRM approach focuses on efficiency and task completion. The choice between these models depends on the specific goals and values of a business, as each approach has distinct implications for employee engagement and organizational success.