Stephen E. Condrey's Five Model Analysis
The reading “Delivery of Human Resource Management Services: Five Models” written by Stephen E. Condrey describe the characteristics of five different models that can be found in human resources management. However, the author considers that these models are composed by specific characteristics and traits that each individual organization may portray. This models can vary in accordance to the mission and goals of organizations. The first model is the traditional model and is composed by the old-style practices in human resources management that were defined by rigid and structural rules and procedures in a centralization of the objectives, role and service delivery of the organization. This traditional model focuses on the placement of rules …show more content…
A great example presented in the textbook is the outsourcing role of the Transportation Security Administration via the human resources management. Condrey (2010) argued, “It should not be forgotten that even if various functions are performed by a private entity, the public’s business and welfare are still at sake” (p. xlvi). This model has the primary function of exercising higher levels of control of the human resourced department by privatizing the coordinating of activities. Similarly, just as the previous models, the privatization or outsourcing model has presents concerns about the lack of equity, impartiality and representative management or administration. The fifth and final model is the hybrid model and is characterized by being composed by the values presented in the strategic and privatization model. The hybrid model is mission centered management that provides a mixture of the service delivery and goal orientation. This type of management requires that the human resources management is educated with administrative skills that allow for flexibility. There are additional features in the values of the hybrid model such as having a high level of management’s knowledge and experience as well as the outsourcing values in the organizational life. As stated by the author, this model is a model that is still developing but it has provided with a new values and roles applied in the human resources
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