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Soft side: • Motivation • Culture building • Support for employees • Employee and individual relations Hard side: • Analyzing current needs for employees • Predicating future demand • Predicating future supply • Predicating labor turnover
This is the challenging part of being an HR, balancing the relationship of being pro-employee and pro-management. Too much of either sides have disadvantages. But soft HRM worked best for me, as it fosters empowerment of employee relations and it is individualized aside from generalizing as a whole in forecasting employee needs. There should also be boundaries to set
Yes I do agree.
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