The core "fault" in many HRM departments is the failure to strike the right balance between the two soft and HARD HRM styles. The key faults are as such:
1. Extreme Lean towards One Side
- HR departments stick to one extreme: they stick to soft HRM with high loyalty and morale sacrifice their productivity or they weigh more against HARD HRM where they attain a high turn-over but risk practicality and pose to the employees being burnt out.
2. Misalignment of Cultures
- HRs impose a culture that does not reflect employees needs or company goals, which in turn leads to employees feeling disconnected and unheard.
- Rhetoric and reality are not defined as HRs fail to merge the gap between the two.
3. Failure to depict and adapt to an Industrial Context
- HRs must understand key difference between which approach to use in which industry, e.g. call centers and BPOs lean against HARD HRM and startups mainly prefer soft HRM.
4. Inconsistency in Decision Making
- HRs have their own personalities and reactions towards employees. This unbiased decision making often leads to certain employees being frustrated, furthermore, confusion between employees.
5. Neglecting Human Capacity
Psychological needs of employees are often ignored, resulting in quiet quitting and low motivation, eventually exiting the organization.
These can be evaded by having a clear structure for HARD HRM where there is strategy and accountability. As for soft HRM, development and long-term engagement and inclusion. The fault in our HRs lies mainly in surpassing the fact that employees are not machines, rather humans that desire the need to be understood, loved and empowered.
What's the future of HRM?
A great breakdown, and well explained about soft and hard HRM choosing. Reality is not following and HR face challenges. Ignoring and not understanding the employees situations make the gap more.
ReplyDeleteWhat do you think about HR work on personalization of approaches to maintain the fairness in the industry?
Himasha, thank you for the comment! To my understanding, a clear idea of both must be identified before initiating any HRM processes.
DeleteA compelling breakdown of the recurring pitfalls in modern HRM! The imbalance between soft and hard HRM approaches is a critical observation—too much of either can derail organizational harmony. I especially appreciate the point about adapting HR style based on industry context; what works in a BPO may fail in a creative startup. The mention of psychological neglect leading to quiet quitting is timely and real. Ultimately, the reminder that employees are not machines but humans craving purpose, fairness, and connection, is the message all HR leaders should take to heart."
ReplyDeleteTharmalingam Yes!! I hope that leaders actually follow these HRM concepts to better engage with their employees!
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