HRM
Human resource management is the process of recursing, selecting, inducting employees; providing orientation, imparting training and development, appraising the performance of employees, deciding, compensation and providing benefits, motivating employees, and maintaining proper relations with employees and their trade unions ensuring employees safety welfare and healthy measures.
Harvard Analytical framework of HRM
HRM is firstly appeared in the 1950s, in the USA but it was proclaimed and applied in a study programme introduced by the Harward Business School in 1980, in the 1980s Beer explored the Harvard analytical framework of HRM.
Components of HRM Model
The Harvard Framework for HRM is an HR Model Comprised of five components.
- Stakeholder interst
- HRM Policy
- HR Outcomes
- Long Term Consquence
- Situational Factors
Stakeholder Interest :
- Shareholder
- Managment
- Employes
- Government
- Unions
HRM Policy :
- Choices
- Employe
- Influence
- HR Flow
- Reward system
- Work System
HR Outcomes :
- Commitment
- Competence
- Congruence
- Cost
- Effectiveness
Long term Consequence :
- Individual well Being
- Organizational effectiveness
- Social well being
Situational Factors :
- Work Force
- Characteristics
- Business stategy and condition
- Managment
- Philosphy
- Lanour Market
- Unions
- Task technology
- Laws and social values
mportant Points
Harward School stresses two important points.
- Line managers have to accept more responsibility for ensuring the element of competitive strategy and adhere to HRM Policies.
- Human resource in the organization should have a mission for fulfilling the objectives of the organization in a more coherent way.
Characteristics
Boxall conclude the main qualities and characteristics of the Harward Analytic Framework are as,
- Bears stakeholder perspective
- Mutual cooperation and commitment
- Instead supervisery style seeing HRM an employe influence .
Elements of Harvard analytical framwork :
Component of elements as;
- Mutual Respect
- Multual Commitment
- Multual Responsibility
Beer all attempts to analyze the fundamental elements instilled in HRM functions into micro minute forces emphasizing the utility and inter-relationships of these elements are so valid and reliable in achieving the objectives of HRM. Therefore it is very clear that the underlined ideology of their model is the analytic theory of HRM.
