Human Resource Management in its Environment Essay - 2

Human Resource Management in its Environment - screen ExampleThese are based on opposing views of human nature and managerial control strategies. Employers have been accepting a range of soft and unvoiced people-centered practices associated with human resource management (Cunningham & Hyman, 1999). HRM can thus be interpreted as a soft, developmental humanist approach or a hard, situational contingent approach (Kane, Crawford & Grant, 1999).Storey distinguishes between hard and soft forms of HRM, typified by the Michigan and Harvard models respectively (HRM Guide, 1997). The Harvard model of HRM or hard HRM by Beer et al focuses on the resource side of human resources and the control lies in the hands of the management. It is quantitative and costs are calculated in the form of headcount. In this approach, trade Truss et al, the human resource practices and policies are closely related to the strategic objectives of the organization (external fit) but are also coherent among them selves (internal fit).The soft model proposed by the Michigan School is a strategic approach and endorses managements views (Gill, 1999). The soft HRM thus deals with the human aspect of HRM and is concerned with communication and motivation. It deals with the utilization of individual(a) talents and McGregors Theory Y perspective on individuals, which means developmental humanism (Truss et al). This is based on the assumption that people should be led rather than managed. This implies that people should be so motivated that commitment springs from within. The behavior becomes self-regulated rather than be controlled or imposed. Hence people do not work on a lower floor external pressures and there is an environment of mutual trust within the organization. Soft HRM is also associated with goals of flexibility and adaptability where communication plays a great role.The soft version assumes that employees forget work best when they are committed to the organization. They would not