The matching model was developed by Formbrun, Tichy, and Devanna in Michigan School. The second name is “The Human resource cycle”
The matching model ensures a way to achieve the organizational objectives is the applying of the above five major functions of HRM very effectively.
The work and contribution of properly selected human resources have to be evaluated using appropriate techniques.
- Some kind of rewards have to be offered on the basic of results of appraisal and the performance of employes.
- According to matching model this process is totally dependent on HRD procedures and the programmes of thr organization. It is a cyclical process in which every function is interdependent hence value of function id very identical for acceding the organiztional objective.
- In matchiing model it tries to encapsulate all keys functions of HRM and to utilze in a more comprehensive manner.
Categories of HRM theory
HRM theory has three categories according to some authors.
- Strategic Theory
- Descripitive Theory
- Normative Theory
The strategic theory identifies key environmental influences on HRM or Classifies HR strategy in relation to models of corporate strategy. The theory focuses on the influence of both the internal and external environmental forces that are so excessive for HRM and therefore proponents of the theory believed in using a certain strategic approach to face the challenges of these environmental forces.
A model that belongs to the strategic approach/theory has two important viewpoints.
Assimilation means the organization acquires experiences from both internal and external environments and in the process, it should formula potential strategies.
The organization should apply those strategies and its environment undergoes change as per the demands of the model.
The descriptive theory describes HRM more inclusively by classifying the whole content of HRM functions, in this theory whole HRM process is considered as one element and the proponents assume that every aspect such as aims, objectives, vision, and mission, policies, procedures, stakeholders, etc belong to the organization as ingredients for achieving the desired objectives.
Normative theory tends to apply certain principles which are determinants and related to the long-term perspective. Walton describes a model which composed of policies that promote mutuality, mutual goals, mutual influence, mutual respect, mutual reward, and mutual responsibility. This theory expect that policies of mutuality would enhance the quality and behavior of human resource and it would lead high committment
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