7.4.1—HRM approaches

A hard HRM approach treats labour mainly as a resource to control cost and output; a soft approach emphasises commitment, development, communication and shared goals. Real organisations often combine elements.

The suitable approach depends on strategy, labour market, task, culture and risk. A low-cost operation may still need trust and development to sustain quality.

A firm can use clear performance targets and workforce planning while also investing in voice and learning; the tension is managed rather than hidden.

“Soft” does not mean no accountability, and “hard” does not mean no concern for people.