human resource management

1. Relationship
All HRM models are based upon assumptions, values and beliefs about the nature of relationships
between employers, their employees and unions, and all HR processes take place within the
national, industry and industrial relations contexts shape with them.
Depending on the assumption about the nature of the employment relationship, different Human
Resource Management approach have been developed to accommodate the diverse industry and
workplace contexts in which they operate. Both “ hard” and “soft” HRM approaches reflect their
underlying management theories as well as different national or industry environments. SHRM as a
concept incorporates both perspectives – the “ hard” management aspects of strategy formulation,
human resource planning and program evaluation; and the “soft” features of communication and
consultation with employees, motivation and leadership.
“Hard” HRM has a strategic and managerial focus, emphasizing the effective utilization of human
resource towards broad organizational objectives and goals, whereas “ soft” HRM infers the
involvement of employees through such means as consultation, empowerment, commitment and
communication.

2. Management changes