Soft and Hard Hrm Approaches

Read the paper by Jenkins and Delbridge (2013) and identify examples of both instrumental (hard) HRM and humanistic (soft) HRM practices. Discuss the advantages and disadvantages of both approaches.

Human resource management (HRM) involves the use of people for productive purposes in order to achieve strategic business goals and objectives (Stone 2013). Two approaches adopted by managers include instrumental (hard) and humanistic (soft) (Stone 2013). By examining the two companies EnergyServ and VoiceTel, we can see the significant difference between the two styles when implemented in the workplace.

The instrumental (hard) management approach is primarily focused on the ‘resource’ component of HRM (Jenkins & Delbridge 2013).  It concentrates on the quantitative and rational aspect of managing HR (Stone 2013). Using the hard style, control is concentrated on performance management, with the overall aim being to achieve competitive advantage (Truss et al. 1997).

The humanistic (soft) approach focuses on the ‘human’ dimension of managing people by promoting desirable working conditions and developing a strong relationship between employer and employee (Jenkins & Delbridge 2013).  Competitive advantage is therefore achieved as employees show commitment, job satisfaction and achieve business goals (Stone 2013). Although there is enhanced employee productivity, this is not the primary focus or purpose of this approach (Jenkins & Delbridge 2013).

Firstly, by analysing EnergyServ’s hard management approach it is evident that there is conflict in the workplace (Jenkins & Delbridge 2013). As they have been concentrating on achieving efficiency and growth by maximising productivity, employees have become highly disengaged (Jenkins & Delbridge 2013). There is a high level of voluntary employee turnover due to receiving no performance bonuses in this particular company (Jenkins & Delbridge 2013). If an employee had resigned from the organisation,...