HARD HUMAN

RESOURCE
MANAGEMENT
MICHIGAN MODEL OR BEST FIT APPROACH
INTRODUCTION
Two of the most widely adopted models of
human resource management are the hard
and soft approach.
The hard approach is based on notions of

tight strategic control and economic model

according to the Theory X.
Storey (1992) says that, Hard HRM stresses

the quantitative, calculative and business

strategic aspects managing the head count
resource in as rational a way as for any
other factor of production.
HARD HRM
Hard HRM is mainly focused on the organization,
what the organization can benefit from the human
resource.
Also known as matching model or best fit

approach to human resource management.

Sufficiently motivating workforce and efficiently
making use of the human resource is the most
vital strength of any organization over its
competitors.
The workforce I regarded a lazy and as merely

resources which must be fully utilized for the

benefit of the organization.
HARD HRM
They are viewed as machinery which must be
made best use of just as raw materials and
other equipment acquisition must be cost
effective, used sparingly and developed, and
exploited as much as possible.
They are viewed as machinery which must be
made best use of just as raw materials and
other equipment acquisition must be cost
effective, used sparingly and developed, and
exploited as much as possible.
HARD HRM
The hard hrm portrays workforce as only working
for their self interests and their interests and the
organizations work in opposite directions.
It therefore suggests that management have to
influence a positive and result- oriented behaviour
in their workforce. This is truly a carrot and stick
policy.
This type of model limits the role of HR to a
reactive organizational function, under emphasizes
the importance of societal and other external
factors in that it proposes that HR strategies should
have a tight fit to organizational strategies.
HARD HRM
It ignores all environmental and contingency factors
that impact HR. As such current activities and
processes cannot be easily integrated into the model.
The Fombrum, Tichy and Devanna model (1984)
identified four common HR processes which are
selection, appraisal, rewards and development of
skilled individuals.
All these are linked in a human resource cycle and
are expected to contribute to organizational
effectiveness.
This model has made the hard hrm attract a lot of
criticism.
HARD HRM
This approach depends on a rational,
mechanical form of organization decision
making but in reality strategies are
determined and operationalized on a more
intuitive, political and subjective level.
Decision making is much more complex

than displayed by the model. This model is

also prescriptive and normative, implying
that the fit to business strategy should
determine HR strategy.
HARD HRM
Some of the features of Hard HRM:-

There will always be short-term changes in

employee numbers (recruitment, redundancy)
Minimal communication, from the top down.

Pay enough to recruit and retain enough

staff (e.g. minimum wage).

Little empowerment or delegation.

appraisal systems focused on making

judgements (good and bad) about staff.

HARD HRM
Taller organizational structures.
Suits autocratic leadership style.
ADVANTAGES OF HARD
HRM
Workforce is well monitored.
Costs are minimized.
Companies can increase/reduce output

when needed.
Greater centralization/control by managers.
More control and efficiency.
More standardization of processes.
More diversity, among employees with

competition, competition helps industry.

DISADVANTAGES OF HARD HRM
Achieving production efficiency, but not
permanent because people are tired, under
control, feel disrespected and discouraged.
Higher absenteeism.
Higher staff turnover.
Less successful recruitment
CONCLUSION
The Hard HRM, as it is also known as the
best fit approach, fit implies inflexibility and
rigidity which can bring negative outcomes
in the future.
And as such management tends to make

use of the mix of the two, that is hard and

soft hrm to determine the perfect approach
which is best suited for their particular
organization and their workforce to
maximize productivity.
REFERENCES
http://www.differencebetween.com/differenc
e-between-hard-and-vs-soft-hrm/
http://www.hrmguide.co.uk/introduction to

hrm/hard-hrm.htm
http://www.managementstudyhq.com/hrm-m

odels.html
http://businessjargons.com/theory-x-theory-

y.html