Overview HRM/300 January 12, 2016 Marina Viner HRM is an essential and vital function for organizational success.While HRM focuses on the potential and actual productive value of HR to an organizations’ success, strategic HRM takes a more long term focus by emphasizing the need of HR plans and strategies of overall organization. The emphasis of strategic HRM is on strategic integration which is matching HRM strategies to business strategies. In this paper, we will discuss two models of Strategic
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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
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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.
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HRM level 2_ Module 1_Eve Lawrence What is HRM? Human resource management (HRM) is a complete and clear approach to the development and employment of people within an organization. HRM is structured and supported by a number of theories relating to the behaviour of people and organisations, strongly concerned with ethical employment and how people should be treated in terms of moral values. HRM aims to build good relationships with employees based on trust and personal achievement therefore benefiting
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The Matching Model of HRM One of the first explicit statements of the HRM concept was made by the Michigan School (Fombrun et al, 1984). They held that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model’). They further explained that there is a human resource cycle (an adaptation of which is illustrated in Figure 1.1), which consists of four generic processes or functions that are performed in all organizations
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management p. 46 HRM and organizational performance p. 60 Chapter objectives After studying this chapter, you should be able to: 1. Explain the meaning of strategic management and give an overview of its conceptual framework. 2. Describe the three levels of strategy formulation and comment on the links between business strategy and human resource management. 3. Explain the two models of strategic HRM, the matching model and the resourcebased model. 4. Comment on the various strategic HRM themes of re-engineering
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UNIT 6: “Identify three key HRM activities of an identified organisation. Justify how the objectives of these were achieved by effective management of human resources and refer to at least two HRM models”. Introduction This report will identify and discuss the outcomes of three human resource management (HRM) activities. Using HRM models the outcomes will be discussed and analysed as to their effectiveness. “Human Resource Management is a strategic and coherent approach to the management
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Havard model HRM is generally considered to be either Hard or Soft where hard HRM is quantitative, calculative and treats people as a factor of production (an object). Soft HRM on the other hand draws from the Human Resource school of thought which treats people as strategic resources who can provide an organisation with strategic flexibility through being committed, innovative and working in a team so as to achieve a competitive advantage. The Harvard Model is considered to be more soft in
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Email Address: lou@tstt.net.tt ASSESSMENT PERIOD: April 2012 MODULE: Managing the Human Resource WORD COUNT: 3,302 The purpose of this study is to critically evaluate the role of the HRM function in delivering service quality to the Hilton Group. “The principles of HRM today are people-first, high-performance and high-commitment” RDI (2012) Module 8, Managing the Human Resources - Introduction "Human resource management is responsible for how people are treated in organizations
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Management • Definition of HRM from different authors • Briefly explain the functions of HRM • Is human resource a strategic function – the different between personnel management and HRM clearly indicates that HR is a strategic fucntion which proves that it is a strategic function • Models given by different authors demostrating HR as a strategic function – Matching model, resources based model, harvard model, guest model (make your own choice to use and apply model in the report) •
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