Human Resources Models for all HR practitioner

      

Human Resources Models for all HR practitioner

                                                

Figure 01:Human Resources Models By The Human Capital Hub

HRM Models are:

The HRM model is also known as the HR framework . It is a term that refers to an organizations strategic plan for managing and  coordinating humans capital related business function. The goal of developing HRM models is to assist businesses in managing their workforce most efficiently and effectively possible to achieve the established goals.

The goal of creating HRM models is to help companies manage their workforce in the most efficient and effective manner possible, in order to achieve the established objectives. Human resource management is often defined as a concept that includes two possible approaches, or forms. A hard approach to HRM is characterized by its distinct focus on performance management and the emphasis it puts on the instrumental approach to the management of employees.

 Purposes of the HRM Models:

1.Provide a framework for researching human resource management 

                      ex:  situational factors, stakeholders, strategic choice levels, and competence

 

2. Legitimize specific HRM practices.

3.Describe HRM that identifies variables and relationships to be investigated.

4.Serve as a heuristic device for explaining the nature and significance of key HR practices.

This list of HRM models is intended for HR professionals. of all levels. It includes basic HR models developed by university professors and contemporary models developed by industry leaders. Some most often HR models that should be studied by HR practitioner are as follow; 

                                                      The Warwick Model

The Warwick HRM Model was constructed by the researchers Chris Hendry and Andrew M. Pettigrew, developed from the Harvard Model, this HRM framework represents an analytical approach to HRM.

The Warwick framework, like the Harvard Model, focuses on five distinct elements:

1. The external context (which includes, among other things, political, technical, and competitive factors)
2. The internal context (culture, leadership, task-technology)
3. Content for business strategy (representing company objectives, product market)
4. HRM context (role, definition, organization, and HR outputs)
5. HRM information (HR flow, reward systems, work systems, and other aspects)

More specifically, the Warwick model identifies and classifies important environmental influences affecting HRM. It recognizes that business strategy and HRM are affected by external and internal factors. These supply the Context and Content in which HRM takes place. 

Similarly to the Harvard Model, the Warwick framework focuses on five different elements:

• The outer context (which includes political, technical, and competitive factors, among others)
• The inner context (concerning the structure, leadership, culture, task-technology)
• Business strategy content (representing company objectives, product market, and general strategy)
• HRM context (including role, definition, organization, HR outputs)
• HRM content (HR flow, reward systems, employee relations, work systems, and other aspects)

                                

Figure 02: Five different elements in Warwick model By Contract recruiter.com

 

As Sam Michaels the Warwick model is a “framework focused on achieving performance and company growth by reaching the appropriate balance between internal and external context”, utilizing HRM context and HRM content elements that adapt to the changes in the process.

                                             The Harvard Model

One of the most significant and most influential models of HRM, the Harvard model, was initially developed by several experts lead by Michael Beer in 1984 at Harvard University. Harvard framework for human resource management is a five-part HR model. They are situational factors, stakeholder interests, HRM policies, HRM outcomes, and long-term consequences.

The Harvard model for HRM is an HR strategy model comprised of five components as follows:

       

Figure 03: Five components of Harvard model By peopleHum

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1. The model starts, on the left, with stakeholder interest. 

                              These stakeholders include shareholders, management, employee groups, government, and more. These interests define the model of HRM policies.

2. At the same time, situational factors influence these interests.

                              Situational factors include workforce characteristics, unions, and all the other factors that were also listed in the 8-Box Model.

3. Situational factors and stakeholder interest influence policies of HRM. 

                              These include the core HR activities, like recruitment, training, and reward systems.

4. When done well, strategic HRM policies lead to positive HRM outcomes. 

                              These includes retention, cost-effectiveness, commitment, and competence.

5. These positive HRM outcomes lead to long-term consequences.

                              These can be individual, organizational, and societal.

‍The Harvard Model nurtures cooperation motivational practices and empowers general managers to get involved in the HR aspect of the business.

Some strengths of the Harvard model:

          Acknowledging that employees are active, rather than passive, agents and play a vital role in the organization's success or failure.

          Helping attempt to balance multiple stakeholders’ needs.

          Encouraging line managers to take more responsibility for employees rather than delegating to HR.

          Identifying the impact that seemingly unrelated decisions and actions can play on HR policies and the entire business.

                                                     Fombrun Model

 Fombrun model outlines strategic human resource management that focuses on management, professional groupings, and the emerging labor force. The model's main goal was to match the organization's formal structure, new initiatives, and policies with the human resource system.
It emphasizes four functions of management and their inter relationship. They are Selection Appraisal,  Development and Rewards. These four components of HRM are expected to contribute to the effectiveness of the organization.

 This model is straightforward and serves as a heuristic framework for describing the nature and importance of essential HR activities. But This model has the disadvantage of being incomplete because it concentrates on only four HRM functions while ignoring all environmental and situational factors that influence HR functions.

Figure 04:Four functions of Fombrun model and connection with HRM By simplinotes.com

                                                           

                                                        The Guest Model

   The guest model can be defined as the combination of soft and hard HRM approaches for achieving company’s goals using strategic policies. The guest model is used for enjoying the benefits of both these approaches in a completely strategic manner. It targets the individual employees instead of a complete workforce that ensures companies can create flexibility in their business.

Guest acknowledges the difference between soft approach and hard approach of HR, incorporates both of them in an ideal model. Guest’s Model seeks commitment to organizational goals through strategic management of an organization.

It focuses on the individual needs rather than the combined workforce which enables organizations to develop power and flexibility.

                                       

Figure 05: Guest model of HRM By Locus assignments 

Conclusion:

               All these four models provide a helpful framework in HR planning. Therefore no only all HR practitioner but also experts in HR should awareness about these models. Hence there is a brief discussion about four HR models.

References:

Human Resources Models Every HR Practitioner Should Know [online] Available at:https://www.thehumancapitalhub.com/articles/human-resources-models-every-hr-practitioner-should-know [Accessed on 26th Apr.2023]

5 Human Resources Models Every HR Practitioner Should Know [online] Available at:https://inside.6q.io/5-human-resources  models/.[Accessed on 26th Apr.2023]

The Ultimate Guide to Human Resources Models and Theories [online] Available at: https://www.contractrecruiter.com/human-resources-models-theories/[Accessed on 26th Apr.2023]

Harvard HRM Model: Explanation & Usage [online] Available at: https://www.personio.com/hr-lexicon/harvard-hrm-model/[Accessed on 26th Apr.2023]

HRM Models  [online] Available at: http://www.simplinotes.com/hrm-models/ [Accessed on 26th Apr.2023]

Guest Model of HRM with Diagram[online] Available at: https://101hrm.com/guest-model/ [Accessed on 26th Apr.2023]

Unit 22 MHR Guest HRM Model Assignment [online] Available at:https://www.locusassignments.com/solution/unit-22-mhr-guest-hrm-model-assignment [Accessed on 26th Apr.2023]