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Approaches to Human Resource Management

Hard vs Soft HRM

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Soft HRM ApproachEmphasises treating employees as valuable assets whose development, motivation, and involvement are key to long-term success. It encourages commitment, empowerment, and personal growth.
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Hard HRM ApproachFocuses on the strategic management of people as resources to be measured and controlled for organisational benefit. It emphasises workforce planning, monitoring, and cost efficiency.

Flexible Working Contracts

Businesses increasingly offer flexible contracts to attract talent and adapt to changing work patterns. Key contract types include:

1

Fixed Term

Employed for a fixed period, useful for peak workloads.
2

Zero-Hours

Workers are not guaranteed a minimum number of hours.
3

Annualised Hours

Total working hours agreed annually but scheduled flexibly.
4

Flexi-time & Home Working

Employees choose start/finish times or work remotely.

Contract Impact Analysis

Analyzing the trade-offs of highly flexible working arrangements for employers and employees.

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Temporary Contracts

Advantages: Flexibility, cost savings. Disadvantages: Lower employee loyalty, risk of losing skilled staff.
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Zero-hours Contracts

Advantages: Employer flexibility in labour costs. Disadvantages: Worker insecurity, reduced motivation.

Performance Evaluation

Measurement of Failure

Poor performance is evaluated by unmet goals, low quality work, absenteeism, or behavioural problems. The focus must be on identifying root causes quickly to mitigate the severe business consequences.

Poor Performance Factors

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CausesLack of skills, motivation, unclear role, inadequate resources, personal issues, poor management.
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ConsequencesReduced productivity, low morale, increased costs, and potential damage to reputation.

Improving Performance

Key strategies HR departments employ to enhance employee output and engagement:

I

Training & Development

Providing training and development to improve skills.
II

Motivation & Incentives

Offering incentives and rewards to motivate.
III

Clear Goals & Feedback

Clear setting of goals and expectations (Management by Objectives) and regular performance appraisals.

Management By Objectives (MBO)

Objective Alignment = Motivation + Accountability
MBO is a performance management approach where managers and employees agree on clear, measurable objectives. Performance is evaluated based on how these objectives are achieved.

IT and AI Transformation

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How does IT improve HR operations?
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It automates administrative tasks (payroll, attendance tracking) and facilitates recruitment through online platforms.
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What challenges does AI specifically introduce?
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These technologies raise ethical considerations regarding data privacy and bias in automated decision-making.
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Approaches to Human Resource Management Deck
Term
Hard HRM

What is Hard HRM?

Answer
Definition

Managing people as resources to be measured and controlled, focusing on cost efficiency and workforce planning.

Term
Soft HRM

What is Soft HRM?

Answer
Definition

Treating employees as valuable assets focusing on development, motivation, and involvement.

Term
Temporary Contracts

Name two advantages of temporary contracts.

Answer
Advantages

Flexibility and cost savings.

Term
Zero-Hours Contract

What is a zero-hours contract?

Answer
Definition

A work contract with no guaranteed minimum hours.

Term
Zero-Hours Contract Disadvantage

Give one disadvantage of zero-hours contracts.

Answer
Disadvantage

Worker insecurity and reduced motivation.

Term
Management by Objectives (MBO)

What is Management by Objectives (MBO)?

Answer
Definition

A performance management system where managers and employees set and agree on clear goals.

Term
Causes of Poor Performance

What are common causes of poor employee performance?

Answer
Causes

Lack of skills, low motivation, unclear roles, poor management, personal issues.

Term
Improving Employee Performance

Name one strategy to improve employee performance.

Answer
Strategy

Providing training or giving regular feedback.

Term
AI in HRM

How does AI help in HRM?

Answer
Uses

By automating resume screening, predicting turnover, personalizing training, and handling routine queries.

Term
Job Sharing

What is job sharing?

Answer
Definition

Two or more employees sharing one full-time job role.

Term
Flexi-Time

Define flexi-time.

Answer
Definition

Employees choose their start and finish times within core hours.

Term
Annualised Hours

What is annualised hours?

Answer
Definition

An agreed total number of work hours per year scheduled flexibly.

Term
Consequences of Poor Performance

What are the consequences of poor employee performance?

Answer
Consequences

Reduced productivity, low morale, increased costs, possible reputational damage.

Term
IT in HRM

How does IT improve HRM?

Answer
Benefits

Automates administrative tasks and facilitates recruitment and communication.

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🌸 Approaches to Human Resource Management (HRM) Quiz

1. Which HRM approach views employees primarily as tools to deliver output?

Hard HRM treats employees as resources to be measured and controlled for efficiency.

2. Which of the following is a disadvantage of zero-hours contracts?

Zero-hours contracts cause insecurity which can reduce motivation.

3. True or False: Management by Objectives aligns employee goals with the organisation’s objectives.

MBO sets clear, measurable goals linking personal and company objectives.

4. Which flexible working contract allows employees to choose their start and finish times?

Flexi-time lets employees vary their working hours around core periods.

5. What is a common consequence of poor employee performance?

Poor performance leads to inefficiency and lower output.

6. How can AI improve HRM functions?

AI supports recruitment, training personalization, and automated HR queries.

📊 Results

  • Notes and Quiz
  • Business
  • AS & A Level
  • Human Resources
  • CAIE