Training And Development Between Hard Model And Soft Model...

ABSTRACT This assignment will analyse the connection about employees’ training and development between Hard Model and Soft Model of Human Resource Management which has been achieved due to numerous studies that indicates the following: Hard Model in HRM has fleeting changes in employee numbers; it also has insignificant correspondences, starting from the top; and the pay is enough to enrol and maintain sufficient staff. (Cassidy, 2014) Moreover, the Soft Model in HRM has longer-term workforce arranging on strategic focus; it also have solid and customary two-way correspondence, and aggressive pay structure, with appropriate achievement-related rewards. Additionally, it will explore on how training and development can be used as a method of employee motivation providing relevant motivation theories, such as Alderfer’s ERG Motivation Theory which tackles about existence needs, relatedness needs, and growth needs; as well as McClelland’s Achievement and Acquired Needs Theory which addresses the high need for achievement, high need for affiliation, and high need for power; and Adams’ Equity Theory which applies the inputs, outputs, and perception about money. (Jose, 2013) Lastly, will evaluate about unproductive training and development of employees which explains that unproductive employees do not add to the development and benefit of the association which can be because of lack of chances, correspondence, input, value, and eagerness. Moreover, will investigate the approachesShow MoreRelatedAt present then, the contribution of HRM in improving a firm’s performance and in the overall1300 Words   |  6 Pagesin this area as it is now. 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