Hard and Soft HR Dimensions in HK
The effective management of people is one of the greatest challenges facing organization today, as it has been in the past. However, human resource management took a great step forward and the role had been changed dramatically and became much more important in most organizations.
Human resources management is a new way of thinking about how people should be managed as employees in the organization. One of the most significant tasks for human resource management is implementing and monitoring the impact on performance management.
Performance management is the systematic description of the job relevant strengths and weaknesses of employees (Awad & Cascio, 1981). At the same time, this performance management system should provide benefits to both the employee as well as to the organization.
The present days, there are different methods and types for appraising employees. Performance appraisal has been extensively used.
In many case, there are quite a numbers of people are dissatisfied with performance appraisals in organizations. This attitude stems in part from the various limitations that exist in virtually all performance appraisal techniques. Thus it is important to recognize that no performance appraisal system is perfect. (DeNisi & Griffin, 2001).
Therefore, human resource bears the dominant role to transforming labour power into productivity. The common differentiation is between what is termed hard and soft approaches.
According to Legge (1995), the normative definitions of HRM suggest two different models – ‘hard’ and ‘soft’ – the key distinction being whether the emphasis is placed on the ‘human’, or the ‘resource’.
In this assignment, I will cover five core areas of Hard and Soft approaches compare and contrast towards performance management.
These five areas are: 1) Recruitment & Selection; 2) Training & Development; 3) Rewards and Compensation; 4) Performance Appraisal and 5) Relationships.
Furthermore, practical examples of my personal
Human resources management is a new way of thinking about how people should be managed as employees in the organization. One of the most significant tasks for human resource management is implementing and monitoring the impact on performance management.
Performance management is the systematic description of the job relevant strengths and weaknesses of employees (Awad & Cascio, 1981). At the same time, this performance management system should provide benefits to both the employee as well as to the organization.
The present days, there are different methods and types for appraising employees. Performance appraisal has been extensively used.
In many case, there are quite a numbers of people are dissatisfied with performance appraisals in organizations. This attitude stems in part from the various limitations that exist in virtually all performance appraisal techniques. Thus it is important to recognize that no performance appraisal system is perfect. (DeNisi & Griffin, 2001).
Therefore, human resource bears the dominant role to transforming labour power into productivity. The common differentiation is between what is termed hard and soft approaches.
According to Legge (1995), the normative definitions of HRM suggest two different models – ‘hard’ and ‘soft’ – the key distinction being whether the emphasis is placed on the ‘human’, or the ‘resource’.
In this assignment, I will cover five core areas of Hard and Soft approaches compare and contrast towards performance management.
These five areas are: 1) Recruitment & Selection; 2) Training & Development; 3) Rewards and Compensation; 4) Performance Appraisal and 5) Relationships.
Furthermore, practical examples of my personal
References: Accel-Team.com(2001b), Douglas McGregor. Theory X Theory Y employee motivation theory http://www.accel-team.com/human_relations/hrels_03_mcgregor.html Armstrong, M. (2001), The Handbook of Human Resource Management Practice (Eighth Edition), Kogan Page Ltd, London, England Awad, E. & Cascio, W. (1981), Human Resource Management: An Information Systems Approach, Reston Publishing Company Ltd, Virginia, US DeNisi, A. & Griffin R. (2001), Human Resource Management, Houghton Mifflin Company, Boston, US Pinnington, A. & Edwards, T. (2000), Introduction to Human Resource Management, Oxford University Press, New York, US