Harvard framework.pptx regarding Human resources

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1. Harvard Framework of HRM Created by Ketan Chande

2. Introduction to Harvard Framework Overview Significance Implementation The Harvard Framework of HRM is a strategic approach that emphasizes the importance of aligning HR practices with organizational goals. It considers the impact of external and internal factors on HR decision-making. Understanding the Harvard Framework helps organizations develop HR strategies that are responsive to changing environments and stakeholder needs. It promotes a holistic view of HRM. By applying the Harvard Framework, organizations can tailor HR practices to specific situations, leading to improved organizational performance and employee satisfaction.

3. The Harvard Model Harvard Model This model was developed by Beer et al (1984) The Harvard model claims to be comprehensive in as much as it seeks to comprise six critical components of HRM. The dimensions included in the model are stakeholders · Interests Situational factors · HRM policy choices HR outcomes · Long-term consequences · Feedback loop through. The outputs flow directly into the organization and the stakeholders

4. Application of Harvard Framework Stakeholder Interest Photos provided by Unsplash The Harvard Framework Model of HRM begins with stakeholders’ interests. It emphasizes considering the values, input, and perspectives of the stakeholders before developing any HRM policies to create a fair and equitable workplace environment. These policies can be related to recruitment, training, performance, staff development, workplace safety, and other HR-focus areas. All interests, including stakeholders’ and an organization’s, are balanced to ensure the policies meet the needs of all the parties involved. These stakeholders can be the management, government, community, employee groups, or even unions.

5. Situational factors Before choosing the policies to be developed, factors influencing the HRM policies are called situational factors. These factors can be categorized into internal and external factors. Internal factors cover organizational culture, corporate strategies, structures, and human resources. External factors include the labor market, economic situation, technological environment, legal environment, competition, and public policies. All these factors must be analyzed as they help understand how humans operate. They also help choose the HRM policies to reach the organizational objectives. Also, the external and internal factors must be balanced.

6. HRM policies and policy choices This component covers the actual strategies that must be pursued to achieve the organizational goals. They are designed in such a way that they are compliant with the laws and regulations and capable of adapting to the changing organizational environment and conditions. These include everything related to HR function. Once these policies are designed, they enable the organizations to focus on their core objectives and achieve their long-term goals. HR policies require work systems and reward systems to function. It determines the approach to be taken towards work and rewards such that employees are positively influenced.

7. HR outcomes HR outcomes is possibly the best-known component of this model. These outcomes of HR policies can be tangible or intangible. Some examples included improved employee retention, recruitment, better job satisfaction, increased engagement levels, motivation, communication, and many more. These outcomes make a significant contribution to the overall objectives of the organization. These outcomes can also be classified into: Commitment, congruence, competence, and cost-effectiveness.

8. Long-term consequences The main objective of the Harvard Model of HRM is to execute an HR strategy that gives long-term consequences. According to this model, if the HRM strategies meet the employees’ needs, the organization will be able to compete with the external competition while also benefiting the employees, society, and the community (stakeholders). Some long-term consequences are improved customer service, enhanced organizational culture and values, improved retention, and even profitability.

9. Harvard Model of HRM example For example, let’s say that a company wants to cut costs. If it has decided to achieve this by reducing the number of employees, it can start to evaluate its decision by considering the stakeholders’ interests. It considers the interests of employee groups or the management before deciding. Through the Harvard Model of HRM, the company comes to the conclusion that the above decision will lead to lower morale, decreased motivation, and increased turnover among the remaining employees. These could be the outcomes. As for the long-lasting consequences, the above decision could impact the company’s reputation, profitability, productivity, and bottom line.

10. Example cont’d Hence, the company may reach its goal by investing in training and development. This not only improves the knowledge, skills, and motivation of the employees (outcomes), but also leads to increased profitability and a positive work culture. Overall, this model helps HR take informed decisions while also considering an organization’s strategic needs. By focusing on utilizing people wisely and taking into account all the interests and factors, HR will be able to make policy decisions that help reach the goals.

11. Advantages of Harvard Framework Benefits The Harvard Framework enables organizations to adapt HR practices to changing environments, foster employee engagement, and achieve strategic objectives effectively. Photos provided by Unsplash