Hard and soft approach to HRM

Slides on Hard and soft approach to HRM.

1. HARD And SOFT Approach t o HRM Bibek Regmi MBS T.U

2. HARD Approach Employees are  simply resources of the business Instrumental approach toward managing employees . HARD HRM = stresses `the quantitative, calculative and business- strategic,task aspects

3. FOCUS HIRING MOVING FIRING

4. Features Taller Organizational Structures Hierarchical Command and Control No delegation of authority

5. Leadership Autocratic Leadership Style Employees are only instructed on how to do their job, rather than taking part in decision making

6. Training And Development Designed on current job requirement Based on responding to current needs Initiated by HR/Top management Emphasizes productivity needs

7. Appraisals Judgmental appraisal Evaluation process is informal Evaluation process is on-going Evaluated as individuals Evaluation used for reward and remedial

8. Pay – enough to recruit and retain enough staff Std and Fixed package Employees feel job is secure Wage adjustment based on seniority Salary determined by market rates

9. Communication Minimal Communication Top-Down

10. Soft HRM Approach Employees are the  most important resource Source of  competitive advantage SOFT HRM = People-Focused / High-Commitment

11. “Train your Employee Enough Train them so much So that anybody can pay them Double Salary Of what you are giving them “ 2 Richard Branson Theory “ Treat them well Enough So they don’t want to Leave “

12. Focus EMPLOYEE EMPOWERMENT

13. Features Few layers Shared Culture Two-Way Communication

14. Team Cohesiveness Employees trust each other Employees work as a team Encourage to learn each others tasks Organization is relationship oriented Supervisors help to build cohesive team Employees assist each other

15. Work Environment Working environment is of trust and warm Employees have influence at workplace Environment is amiable Comfortable rest and recreation areas Supervisor is approachable

16. Communication Flow Employees appreciate management giving accurate information Explanation on importance of tasks Employees briefed on development plans Open communication with supervisors Regular feedback on performance

17. Democratic Leadership Opinions are asked, consulted

18. Appraisal System focuses on identifying Training and Development needs. Pay and Performance related Rewards

19. Employees promoted from within whenever possible Promoted from within, internal vacancy Succession Planning

20. Work Force Planning

21.   Based on Attitude and Integration with T eam

22. Which is best? Soft or Hard HRM? “ It Depends.”

23. HARD HRM 23 Useful when Management have Expertise 2. Quicker Decision Making 3. Cost Effective Leads to Poor Employee Relation 2 . Job Hopper/Staff Turnover 3.Less Successful Recruitment

24. Soft HRM Useful when employees are experienced Employee Loyalty Use of Skill Decision making needs more time Costly Approach Leads to RS.

25. Practitioners In this context 25

26. We practice Soft HRM Of the people By the people For the people

27. Nepal Perspective HARD HRM Banking Industry Private Company SOFT HRM Public Service Commission NGO/INGO

28. Conclusion So We Can Say, Situation of an Organization & Behaviour of the Employees Convey Steward Which is the Best Fitted to Follow !!!

29. Slide available at: Bibek Regmi