What is a difficult human resource management?
Hard human resource management refers to the strategy of human resources that emphasizes employees as sources that either benefit or are at the expense of society. Rarely makes a completely hard or soft approach to human resource management (HRM) the best choice; Almost all companies use a combination of these two. Company planning in this HRM style usually has the wider goals of the company in the forefront. Focus is organizational goals of sales, growth and profit and personnel problems are short -term and move people to do this work and out if they can't. Hard human resource control uses small lateral communication or support. Emphasis is placed on completion of work, not rewarding performance. There is not only small or no communication from higher baskets to the lowest. Any information to the smaller series of filters through layers of managerial staff. A small society could communicate directly, but in a very large national or global organization it becomes impractical. Workingor lower levels are separated from the manager; Maybe they don't even know who they are.
On the other hand, many companies use the style of soft human resources management, in which employees are valuable resources as humans, and the company focuses on maintaining employees, communication and long -term goals. Competitive remuneration and remuneration systems together with comprehensive training and cross training are introduced. Managers support teamwork and delegation and allow seizure - that is, it allows employees to do their job without micromanaging or limiting their ability to produce or help customers. Soft HRM is easier to implement in a smaller society with fewer people, so you can pay attention to one on one.
Most companies use a combination of both. Hard human resources management is often considered autocratic. As a result, a completely hard HRM approach can stolen fromAměrznatci and cause problems in working relationships, maintaining and producing due to absence and resistance. As a result, it will be the company to retract frequent new rental and resolution of lost productivity. A completely soft HRM style can produce personnel expenses that can endanger the competitive advantage.
Studies from 2011 at the University College Dublin and Queens University Belfast in Ireland showed that the recession seems to have not been stimulated by a purely harsh strategy for human resources management to reduce costs. Instead, they focused on a combined approach that included evaluation, communication, motivation to maintain employees they had already had. Play and hiring freezing helped to reduce wage costs and at the same time focus on maintaining current and competent employees eliminated traction for recruitment and recruitment. The HRM plan that takes into account these factors and is specifically adapted to the needs of the company, contributes to a greater chance of survival in the harsh economicthe climate.