Lesson Plan

• Describe the key characteristics of hard and soft HRM approaches.
• Compare the advantages and disadvantages of each approach using specific organisational outcomes.
• Evaluate how a blended HRM strategy can impact overall performance and employee wellbeing.
• Analyse real‑world scenarios to decide which HRM approach best fits a given business context.

• Projector and screen
• PowerPoint slides with comparison table
• Printed handouts of the hard vs soft HRM matrix
• Worksheet with case‑study scenarios
• Whiteboard and markers
• Sticky notes for quick polls

Begin with a quick poll: “If a company were a sports team, would you focus more on the players’ stats or their morale?” Use the responses to link prior knowledge of resource management and set the success criteria: students will be able to distinguish hard and soft HRM and justify their use.

1. Do‑now (5'): Students list examples of “hard” and “soft” treatment of employees from personal experience.
2. Direct instruction (10'): Present definitions and key features of hard and soft HRM using slides.
3. Guided practice (12'): Compare the two approaches using the provided matrix; students fill in missing examples in pairs.
4. Case‑study analysis (15'): Groups evaluate a short business scenario and decide which HRM approach (or blend) is most appropriate, justifying their choice.
5. Whole‑class debrief (8'): Share group decisions, discuss advantages/disadvantages, and link back to organisational performance.
6. Formative check (5'): Exit ticket – one sentence stating the main difference between hard and soft HRM.

Recap the core distinctions and why managers often blend both approaches. Collect exit tickets to gauge understanding, and assign a brief homework: research a real company and identify which HRM style it predominantly uses.