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1- What does Truss identify as the conflict and tensions between the soft and hard model in HRM?
The conflicts and tensions between the soft and hard model in HRM according to Truss are that soft and hard models are based on opposing aims.
The aim of the soft model is to improve the competitive advantage of the company and the individual development of the employee based on the assumption that employees are viewed as a resource worthy to be trained and developed.
While on the hard model employees are viewed as a cost that has to be minimized and the aim of the model is to use the employees to achieve the organisations goals. ...
According to the results of the study seems that the companies’ aim is only to achieve their own goals and still see the employees as a cost to control, like in the hard model.
Approximate Word count = 699
Approximate Pages = 2.8
(250 words per page double spaced)
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