Hrd Model Of Hrm

Introduction.

HRM (human recourse management) is the process of selecting or recruiting employees, where these employees match the criteria of goals and objectives set by the organisation. The organisation provides the proper compensation and benefits to motivate employees to achieve their own and the organisation’s goals. A look at the HRM models and theories will provide a deeper analysis of what HRM consist of and how these processes contribute to the organisation.

HRM models and theories.

The first model that was designed is the classic HRM model (Harvard model) which emerged in the 1980’s. The Harvard model outlines five HR (human resource) policy areas that contribute to the foundation of any organisation and its processes. The first

The first theory that will be discussed is the path goal theory; this theory shows us how a leader may influence employees so that they are motivated to perform well so that there is a path to achieve what they have set out for themselves to achieve. There are four main aspects that contribute to the path goal theory that works together in order to achieve the main goal. The first aspect is supportive leadership, followed by command leadership, then participative leadership and finally goal orientated leadership. The second and final theory we will look at is the situational

This theory may aid an organisation to tailor their management according to each sector and thus promoting commitment and increasing the performance in each division of the firm. As all of these models and theories have benefits towards a firm it also provides challenges to HRM managers that would have to be overcome.

Challenges of HRM models and theories.

Each of the models and HRM theories are presented with their own challenges, which influence the effectiveness of these models. We may now look at the Classic HRM Model. One of the first challenges that HR managers face in this model is Pluralism where both employers and employees come into conflict due to differences in their interest.

This can be avoided by employing the same type of persons in each of the different sectors of the business or by avoiding large projects where to many different people from different cultures are involved