Elaborated_Models_of_Human Resource M.pptx

HRM

1. Models of Human Resource Management Elaborated Overview with Detailed Explanations

2. Fombrun, Tichy, and Devanna Model Introduced in 1984, focuses on strategic alignment between organizational goals and HR systems. Emphasizes four key components: Selection, Appraisal, Development, and Rewards. Criticized for being too narrow and focusing mainly on management interests.

3. Harvard Model Developed by Beer et al., 1984, emphasizes people as assets, not costs. Balances stakeholder interests, situational factors, and HR policy choices. Links HR outcomes (commitment, competence, congruence, and cost-effectiveness) to long-term consequences.

4. Guest Model Proposed by David Guest in 1997, focuses on integrating HR strategy with business strategy. Stresses the need for HRM to deliver superior individual and organizational performance. Highlights HRM outcomes like high commitment, high quality, and flexibility.

5. Warwick Model Developed by Hendry and Pettigrew, builds on Harvard Model. Analyzes external (macro) and internal (micro) contexts affecting HRM. Focuses on adapting HR strategy to changing environments.

6. Michigan Model Also called the 'Matching Model', aligns HR systems with organizational strategy. Emphasizes selecting, appraising, rewarding, and developing employees to meet business needs. Criticized for its 'hard' approach focusing on performance over employee well-being.