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