Strategic Human Resource Management Model

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• Harvard Model Is a strategic human resource management plan which focuses on the four main aspects of human resource policies. The four, consist of Employee influence, Human resource flow, Reward system and Work system are the guides for managers to delegate levels of authority, manage power and responsibility. In the human resource flow the managers will have a clear path forward on how to select high performance individuals for promotions and how to recruit the best people in the organization. Also, a reward system was in place to motivate individual perform more on their roles and unleash their full potential and lastly, a work system is in place to make sure that every work are aligned within the organization. These policies were made…show more content…
This ‘soft’ HRM approach aims to promote Job secure, Team work and linking high wages to organizational performance. Just like the Harvard model best practice promotes competence through extensive training, narrowing status differentials and two way communication between managers and subordinates. • Best fit /Contingency Model Unlike the previous 2 models, this model focuses on the reward system to unleash the full potential of each employee in the organization. As oppose to the best practice model, Best fit model asserts that what might work well in an organization may not work in another. The model has two key elements the External Fit where the business strategy will be linked to the HRM practices to create a competitive advantage. On the other hand, the Internal Fit creates clear human resource policies that are proportioned to the organization. Unlike the two other models this model is a ‘hard’ HRM approach. b) Identify and describe at least twelve human resource management activities that would be conducted within the ‘simulated’ organization. (1/2 mark each) 1. Job Analysis – A process of identifying the important duties and requirements of a certain…show more content…
When organizations apply such personnel practices as training systems, internal career ladders, job security, results-oriented performance, employee participation/voice, and widely defined jobs performance-based compensation, they are much greater to reach their goals and objectives. Strategic human resource management practices can further improve employee productivity and the skill of agencies to reach their mission. Using the combination of personnel practices into the strategic planning process for the organization to achieve its targets and objectives. Modernizations in technology contributes to gain productivity that are integrated into both private and public organizations. In prospect productivity gains must concentrate on how people use these technologies. When applying strategic human resources management practices the best setting would be, a knowledge based organization. Their competitive advantage are obtained by their people, in which the techniques that focuses on people should linked to measure organizational success and it also leads to increase in profitability and sales

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