Approaches to human resource management (HRM) flashcards

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Hard HRM?

Workers as variable cost — easy to hire/fire, minimal investment in training.

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Soft HRM?

Workers as resource to develop — participation, job security, training.

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Strategic HRM?

HR policies deliberately support competitive strategy (6.2).

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Hard HRM suits?

Low-skill, high turnover sectors — e.g. seasonal agriculture, some retail.

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Soft HRM suits?

Knowledge firms, premium service brands needing skilled committed staff.

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HR as cost centre?

Training and welfare seen as expense to cut in downturn.

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HR as asset?

Investment in people raises productivity and innovation (2.2).

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Link to 2.1 AS HRM?

AS covers recruitment, training basics; A Level evaluates philosophy.

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What is 'Hard' HRM?

An approach to managing people that treats them as a resource to be used as efficiently and cost-effectively as possible. It emphasises control, appraisal, and minimising labour costs.

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What is 'Soft' HRM?

An approach that views employees as the most important asset. It focuses on gaining their commitment and contribution through motivation, communication, and development to achieve strategic goals.

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Define Strategic HRM (SHRM).

The process of linking the human resource function with the strategic objectives of the organisation in order to improve performance. It ensures HR policies are proactive and support long-term business goals.

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What is the 'best-fit' approach to HRM?

The idea that the HRM strategy should be tailored to the specific internal and external context of the business, including its corporate strategy, culture, and industry, rather than adopting a universal 'best-practice' model.

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Give an example of a Hard HRM practice.

Using zero-hour contracts to manage fluctuations in demand, implementing a strict performance-related pay system, or minimising investment in employee training beyond what is essential for the job.