Discusses "hard" and "soft" human resource management (HRM) .
Written in 2009; 1,665 words; 10 sources; APA; $ 54.95
Paper Summary:
This paper explains that "hard" human resource management (HRM) assumes that people are merely factors of production that, like other assets, can be treated dispassionately in line with business requirements. Under this scenario, the important concepts are flexibility and performance. In contrast, the term "soft HRM" is used to describe the various developmental aspects involved in managing people such as motivation. The paper concludes that there is a wide continuum of human resources management considerations that will affect what type of management approach is best suited for one situation versus another.
Table of Contents:
Introduction
Review of the Relevant Literature
Background and Overview
Hard HRM
HR Planning and Job Analysis
Personnel Training and Development
Performance Evaluation
Soft HRM
Motivation & Empowerment Process
Management of New Forms of Work (Teamwork, Flexible Time, Telecommuting)
Management of Conflict
Management of Expatriates
Summary
From the Paper:
"An old adage suggests that "prior planning prevents poor performance," and this is certainly the case when it comes to human resources management as well. Today, companies of all sizes and types are faced with some profound challenges in ensuring adequate staffing levels are maintained and high quality employees are recruited and retained. Outsourcing has been increasingly relied upon by many organizations to satisfy both their short- and long-term personnel needs in various ways, most especially some traditional HR functions such as benefits administration."
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