Human Resources Notes
The HRM Models
← There are a good number of models that have been postulated by various scholars to describe the HRM concept.
← However, as shall be seen these various models either fall under the soft or the hard approach of HRM.
The Harvard Model
← The Harvard Model was postulated by Beer et al (1984) at Harvard University.
← The authors of the model also coined it the map of HRM territory.
← The Harvard model acknowledges the existence of multiple stakeholders within the organization.
← These multiple stakeholders include shareholders various groups of employees, government and the community at large.
← The recognition of the legitimacy of these multiple stakeholders renders this model a neo - pluralist model.
← This model emphasizes more on the human/soft side of HRM.
← Basically this is because this model emphasizes more on the fact that employees like any other shareholder are equally important in influencing organizational outcomes.
← In fact the interest of the various groups must be fused and factored in the creation of HRM strategies and ultimately the creation of business strategies.
Source : Beer et al (1984 : 16)
← A critical analysis of the model shows that it is deeply rooted in the human relations tradition.
← Employee influence is recognised through people motivation and the development of an organization culture based on mutual trust and team work.
← The factors above must be factored into the HR strategy which is premised on employee influences, HR flows, reward system etc.
← The outcomes from such a set up are soft in nature as they include high congruence, commitment, competencies etc.
← The achievement of the crucial HR outcomes has got an impact on long term consequences, increased productivity, organizational effectiveness which will
← There are a good number of models that have been postulated by various scholars to describe the HRM concept.
← However, as shall be seen these various models either fall under the soft or the hard approach of HRM.
The Harvard Model
← The Harvard Model was postulated by Beer et al (1984) at Harvard University.
← The authors of the model also coined it the map of HRM territory.
← The Harvard model acknowledges the existence of multiple stakeholders within the organization.
← These multiple stakeholders include shareholders various groups of employees, government and the community at large.
← The recognition of the legitimacy of these multiple stakeholders renders this model a neo - pluralist model.
← This model emphasizes more on the human/soft side of HRM.
← Basically this is because this model emphasizes more on the fact that employees like any other shareholder are equally important in influencing organizational outcomes.
← In fact the interest of the various groups must be fused and factored in the creation of HRM strategies and ultimately the creation of business strategies.
Source : Beer et al (1984 : 16)
← A critical analysis of the model shows that it is deeply rooted in the human relations tradition.
← Employee influence is recognised through people motivation and the development of an organization culture based on mutual trust and team work.
← The factors above must be factored into the HR strategy which is premised on employee influences, HR flows, reward system etc.
← The outcomes from such a set up are soft in nature as they include high congruence, commitment, competencies etc.
← The achievement of the crucial HR outcomes has got an impact on long term consequences, increased productivity, organizational effectiveness which will