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Critically compare and contrast 'hard' and 'soft' models of human resource management.
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Critically compare and contrast 'hard' and 'soft' models of human resource management. Human resource management (HRM) initially emerged in the US in the 1980's and then extended into the UK. (Morris et al. 2000). It has been described as an evolving set of competing theories (Pinnington and Edwards, 2000) and a group of interrelated policies with an ideological and philosophical underpinning (Guest, 1991). Writers have developed many definitions for HRM; Armstrong (1999) defined it as 'the strategic approach to acquiring, developing, managing, motivating and gaining the commitment of the organisations key resource - the people who work in it and for it' (p 13). Storey (1992) suggested that it is a 'distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques' (p 5). There have been many differing views by writers...
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