Term Paper
Critically discus the models of theorizing in Human Resources Management
A Model is a simple description of a system or structure that is used to help people understand similar systems or structures on the other hand a theory is a set of ideas that intend to explain something about life or world especially one that has not yet been proved to be true.
Looking at the models of theorizing in Human Resources Management, it would be observed that models provide legitimization of certain human resource practices and significantly explain the nature and significance of some key Human Resources practices as applied today. They also establish variables and provide analytical framework for understanding Human Resources Management.
Hard and Soft model A key concept is that of Hard and Soft Human Resources Management: Storey (1989) has distinguished between hard and soft forms of Human Resources Management, typified by the Michigan and Harvard models respectively. 'Hard' Human Resources Management focuses on the resource side of human resources. It emphasizes costs in the form of 'headcounts' and places control firmly in the hands of management. Their role is to manage numbers effectively, keeping the workforce closely matched with requirements in terms of both bodies and behaviour. 'Soft' HRM, on the other hand, stresses the 'human' aspects of HRM. Its concerns are with communication and motivation. People are led rather than managed. They are involved in determining and realizing strategic objectives.' Also it characterizes Human Resources Management as a mixture of, narrative, instruction and logical conclusion. It gives minor details in the Human Resources Management scene of various functions of the organization.
Amongst others is that of Fombrun, Tichy and Devanna which emphasize the coherence and interactions among all the Human Resources Management practices. It provides an explanation on the cycle with which HRM centers itself on i.e. selection, performance
A Model is a simple description of a system or structure that is used to help people understand similar systems or structures on the other hand a theory is a set of ideas that intend to explain something about life or world especially one that has not yet been proved to be true.
Looking at the models of theorizing in Human Resources Management, it would be observed that models provide legitimization of certain human resource practices and significantly explain the nature and significance of some key Human Resources practices as applied today. They also establish variables and provide analytical framework for understanding Human Resources Management.
Hard and Soft model A key concept is that of Hard and Soft Human Resources Management: Storey (1989) has distinguished between hard and soft forms of Human Resources Management, typified by the Michigan and Harvard models respectively. 'Hard' Human Resources Management focuses on the resource side of human resources. It emphasizes costs in the form of 'headcounts' and places control firmly in the hands of management. Their role is to manage numbers effectively, keeping the workforce closely matched with requirements in terms of both bodies and behaviour. 'Soft' HRM, on the other hand, stresses the 'human' aspects of HRM. Its concerns are with communication and motivation. People are led rather than managed. They are involved in determining and realizing strategic objectives.' Also it characterizes Human Resources Management as a mixture of, narrative, instruction and logical conclusion. It gives minor details in the Human Resources Management scene of various functions of the organization.
Amongst others is that of Fombrun, Tichy and Devanna which emphasize the coherence and interactions among all the Human Resources Management practices. It provides an explanation on the cycle with which HRM centers itself on i.e. selection, performance