HRM is an essential and vital function for organizational success.

Areas within HRM like Manpower planning, Job analysis, Selection and Recruitment, Compensation and Benefits, Performance evaluations, Contract negotiations and Labor legislations are parts of hard HRM - whereas functions like Organizational development, conflict management, human resource education, leadership development, organizational culture, and relationship building are components of soft HRM. The hard HRM can be catogorized as the basic functions and soft HRM as advanced functions. In today's knowledge economy, where human capital determines the growth and success of an organization, both hard and soft HRM are sig

hard HRM:- *a very instrumental, practical approach *people seen as a passive resources to be used,deployed and if necessary diposed of *hr planning is seen as a factor of production *incompatiable with trade uions-may necessitate confrontation to implement concepts soft HRM:- *sometimes known as development humanism *stresses human side *entails trust,collabration, skill development *place for unions in this model where unions are marginalised and by passed on many issues or alternative forms of employee repersentation are initiated *above all, about commitment and partnership