Human Resource Management ( Hrm ) - 1405 Words

Human Resource Management (HRM) seeks to manage people and resources to maximize economic and social outputs. Bratton and Gold (2012) outline six HRM models which include: the Forbrum, Tichy and Devanna model, the Harvard model, the Guest model, the Warwick model, The Storey model, and Ulrich’s Strategic Partner model of HRM. Forbrum Tichy and Devanna model of HRM is based on the principle of selecting, appraising, developing and rewarding employees who fulfill management strategic business interests. HR selection, training and promoting skilled employees is strategic HRM. The Harvard model have principles which are based on identifiable situational factor, stakeholder interest, HRM policy choices, realistic HRM outcome, long-term†¦show more content†¦HRM review of projects potential negative environmental influences is strategic. The Storey Model of HRM postulates the â€Å"ideal† HRM. Comparison between HR and HRM factors, process and personnel roles are used to explain the model. Line managers having responsibility to work with HR to achieve the business and HR deliverables are strategic. Ulrich’s Strategic Partner model of HRM focuses on the partnership between employees, process and administration to bring about strategic changes. HR involvement in all aspects of the operation is strategic because they can better mediate conflicts between the employee and management. Which of the models of strategic HRM do you feel best represents a strategic approach to HRM? Explain why. Social scientists use logical hypothetical constructs to explain Strategic HRM. These constructs link HR policies to business strategies (Bratton Gold, 2012, p. 56). The matching model, the controlled-based model, the resource-based model and An Integrative model of human resources strategy are strategic HRM models identified in the Human Resource management theory and practice by Bratton and Gold (2012). The matching model fits internal HRM strategies elements to a firm’s product market and logic business strategy. The matching model is very reactionary and do not place much importance to employees development. The control-based model of Strategic Human Resources Management (SHRM) main precepts is that