...Guest’s Model of HRM Prior to investigating Guest’s model of HRM; we must know about Hard and Soft HRM. The Hard approach is concerned with aligning human resources strategy with business strategy. A manager employing the Hard HRM approach is strict and assumes only reason employees work is to acquire financial benefits. On the other hand, the Soft approach encourages commitment to the organization by focusing on workers concerns. A manager employing the Soft HRM approach is more compassionate, trust the employees more, and gather opinion and take it on board with the belief that workers come to work with the intention to impress and progress. Guest acknowledges the difference between these two approaches and incorporates both of them in an ideal model. Guest’s Model seeks commitment to organizational goals through strategic management of an organization. Guest’s Model focuses on the individual needs rather than the combined workforce which enables organizations to develop power and flexibility. Difference between HRM & Personnel Practices According to Storey’s Definition of HRM human capability and commitment is what differentiates organizations. Moreover, HRM needs to be implemented into the organizational strategy and needs to be integrated into the management functions because these will assist organization to achieve its goals properly. Storey’s Definition of HRM identifies the following points of difference between Personnel, IR Practices & HRM Practices: ...
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...The processes of rewarding employees and cessation of employment at “ISKANDHAR SCHOOL” Associate Degree in Human Resource Management Maldives Business School 24th May 2014 3156 words Table of Contents Executive Summary …………………………………………….……………………..………5 Introduction …………………………………………………………….…………………...… 6 1. How to reward employees in order to motivate and retain them 1. Link between motivational theory and reward ………………………………...….7 Abraham Maslow’s motivational Theory hierarchy of needs ………7 Relationship between Motivation theory and rewards…………..…..8 Conclusion ………………………………………………………...…….9 2. Evaluate the process of job evaluation and other factors determining pay The Process of job evaluation used in Iskandhar School…………10 Conclusion …………..…………………………………………………11 Recommendation ……………………………………………..………11 3. Assess the effectiveness of reward systems in different contexts Reward System used in Iskandha School ………………….………11 Conclusion ……………………………………………………..………11 4. Methods organizations use to monitor employee performance Methods of monitoring employee performance in Iskandhar School ……12 2. Mechanisms for the cessation of employment 2.1 Reasons for cessation of employment with an organization Four reasons for cessation of employments in Iskandhar School ………14 Four reasons for cessation of employments in Maldives Customs Service ……14 2.2 Employment exit procedures used by two organizations Employment exit procedures used...
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...Course project part 3 Organization Change Coca cola and PepsiCo HRM 587 Managing Organizational Change Professor Michael Komos June 4, 2015 Prepare By Pragnesh Patel Email: pragnesh265798@gmail.com 630 827 2281 (Cell) Contents Diagnostic Model Selection 3 The McKinsey 7S Framework 3 Data Analysis 5 SWOT Analysis 7 Coca Cola 7 Strengths 7 Weaknesses 7 Opportunities 7 Threats 7 PepsiCo 8 Strengths 8 Weaknesses 8 Opportunities 8 Threats 8 Added Threats and Resistance to Change 9 Recommendations 10 References 11 Diagnostic Model Selection The McKinsey 7s Framework The McKinsey 7s model has been selected for this analysis as the most applicable to the changes that have occurred and continue to occur at Coco cola and PepsiCo. This model best suitable for competitive environment and achieve forecasting goals. The 7-s model can be implements many aspect of organization for example it improve effectiveness of company by using best strategy and creating good communication between all employees and determine factors by using current situation for future planning. This model is very useful for those companies which work on different projects by making team with particular time period. It include following seven elements: * Strategy: It make plan which is helpful to organization to take advantages over competition. * Structure: It establish proper structure who report to whom. * Systems: it prepare daily task for every employees...
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...The key function of HRM that this essay will explore is the impact Employee Relations has in the way in which HR operates in many departments. Human resource Management is department which most businesses use as a means of enabling people’s capabilities in order to achieve a critical competitive advantage that’s attained through a distinctive set of integrated employment policies, programmes and practices. (Bratton &Gold 2007).This essay will provide an in depth discussion of components and the key players involved in Employment Relations that are seen in organizations today, as well as the importance of the integration of other key HRM practices and the management of the organisation as a whole. As well as examining the key HR functions I will also analyse the key models, theories and concepts that have a direct impact on HRM such as the Fombrun, Harvard and Warwick models that are seen to be used in many different organisations today. Employee Relations is a collective term in the Human Resources function that includes employee engagement within the workplace, values the employees’ rights to be part of trade unions. It also sets in stone in most organisations the employment legislation as well as managing grievance and disciplinary actions. Employment Relations is regarded as a relatively new term as it has previously was known as industrial relations conversely it does not have the same standards and equality as Employment Relations has in the Human Relations workplace. ...
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...the ‘best fit’, BP and RBV models of HRM strategy – explain how EACH approach is argued to contribute to improve organizational performance. As the global business environment becomes increasingly competitive, more and more organisations are targeting human resources as a means of strategically gaining competitive advantage. Strategic human resource management (SHRM) is a constantly evolving process which is concerned with providing a strategic framework that supports an organisation’s long term business goals. The logic behind this is that organisations are using new innovative technologies to provide qualitative low- cost solutions, and are trying to manage their human assets more effectively (Wright, P. 2008). If competitive advantage is understood as a set of organisational capabilities that would lead to superior performance over competitors, then, HRM strategy is essentially the process of defining and enhancing appropriate systems that maximise people’s added value (Wilton, 2011). The key debate which will be explored is whether there is a best way of achieving strategic HRM. This essay will therefore critically engage in this theoretical debate by comparing and contrasting three SHRM models and explore how each can make a contribution towards improved organisational performance. Boxall and Purcell (2008) highlight that there is significant debate regarding approaches to strategic HRM when they discuss three theoretical contrasting models, namely ‘‘best fit’’, ‘‘best...
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...Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining Human Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent tool 5.2The ‘softness’ of HRM, “bundles” and performance 5.3 Holistic thinking, right and egalitarian based HRM 1.0Introduction, Perspectives in Management and the genesis of Human Resource Management. Human Resource Management is increasingly considered a contemporary development that continues to reshape...
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...MODELS OF HUMAN RESOURCE MANAGEMENT (HRM) UNIT 10 SHRM, SESSION 2 P R E PA R E D B Y: M S S H A B N A M Unit 10 SHRM, Prepared By: Ms. SHABNAM LEARNING OBJECTIVES By the end of this session students will be able to: Understand the HRM system Explore various models of HRM To gain an understanding in relation to the application of the various HRM models within organisations Unit 10 SHRM, Prepared By: Ms. SHABNAM HRM SYSTEM HRM system operates through HR systems that bring together in a coherent way: HR philosophies describing the overarching values and guiding principles adopted in managing people HR strategies defining the direction in which HRM intends to go HR policies which are the guidelines defining how these values, principles and the strategies should be applied and implemented in specific areas HR processes consisting of the formal procedures and methods used to put HR strategic plans and policies into effect HR practices comprising the informal approaches used in managing people HR programmes which enable HR strategies, policies and practices to be implemented according to the plan Unit 10 SHRM, Prepared By: Ms. SHABNAM VARIOUS MODELS OF HRM The Harvard Framework Guest’s Model of HRM Best Practice Model Storey’s Hard and Soft HRM Patterson’s Model of HRM Best Fit/Contingency Model Unit 10 SHRM, Prepared By: Ms SHABNAM Theoretical Perspectives on HRM The HRM models: Provide an analytical framework for studying HRM Legitimate...
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...Maps and models of HRM Based on Human Resource Management, 4th edition, by Alan Price Maps and models of HRM This section begins with a discussion of various approaches to HRM, including Keenoy's hologram comparison and Sisson's 4 main features of HRM models. A key concept is that of Hard and Soft HRM: 'Storey (1989) has distinguished between hard and soft forms of HRM, typified by the Michigan and Harvard models respectively. 'Hard' HRM focuses on the resource side of human resources. It emphasizes costs in the form of 'headcounts' and places control firmly in the hands of management. Their role is to manage numbers effectively, keeping the workforce closely matched with requirements in terms of both bodies and behaviour. 'Soft' HRM, on the other hand, stresses the 'human' aspects of HRM. Its concerns are with communication and motivation. People are led rather than managed. They are involved in determining and realizing strategic objectives.' Human Resource Management, 4th edition goes on to consider the views of Guest and Legge and then discusses the classification of HRM models. Three American perspectives on HRM are provided from the work of Fitz-Enz, Ulrich and Pfeffer. Points to consider * A fundamental element of most rhetorical accounts of HRM is that one of the distinctive features of human resource management (as opposed to personnel management) is that it is 'holistic'. In other words it is concerned with the 'big picture' and the way that different...
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...There are numerous assumptions on which the HRM’s soft model can be said to rest on and these assumptions include, for example, that a lot of people have a lazy attitude or mentality towards work in spite of the fact that work is practically a necessity for their existence. In other words then, the reason why they are compelled to work is perhaps because of the benefits they can derive as reward for working. One other very important assumption of the HRM’s soft model is that people tend to try and equate the remuneration they get for working with the amount of their perceived effort and vice versa. And so, morale is high when they perceive payment or reward to be at least equal to or greater than effort put in. And when it is the reverse case, people are not motivated to give their best efforts. Suffice to state that people naturally quite innovative; which could count as priceless asset to an organization. Unfortunately, it has come to the observation that this valuable characteristic of people has been far from being optimally exploited. In certain other cases, the attribute has not seen the light of day let alone put to use. On account of the initially stated, the apparent conjecture of the soft model is that people will be inclined to work to the best of their abilities and by extension bring positive returns to the organization they work for if they by any means become committed to their organization (Beaumont, 1992; Dunham and Smith, 1979; Lundy, 1994). Hope (1994, p.3)...
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...Human resource management is no more than ‘old wine in new bottles’. Discuss. ‘’HRM is regarded by some personnel managers as just a set of initials or old wine in new bottles. It could indeed be no more and no less than another name for PM ’’ ( Armstrong, 1987) First we have to understand the meaning of HRM, but attempts to define HRM precisely have resulted in confusion and contradiction rather than clarity [Price, 1997]. However, according to Storey (1989) Human resource management is a completely different philosophy and an approach contrast to Personnel management. In his view, HRM provides a completely new form of managing personnel and can therefore be regarded as departure from the orthodoxy of traditional personnel management. The normative models of personnel management shows that PM is about selecting, developing, rewarding, and directing employees in such a way that not only will they achieve satisfaction and ‘give of their best’ at work, but by so doing enable the employing organization to achieve its goals. When considering the definition of Human resource management and Personnel management, there are many differences on the perspectives of researchers. Legge (1989) reviewed the definition of a variety of writers. She could come to conclude that there are three features which seems to distinguish HRM and personnel management (Guest,1990). These three differences will be analysed below: First of all, many statements about personnel management had been written...
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...SOFT AND HARD MODELS OF HUMAN RESOURCE MANAGEMENT: A REAPPRAISAL* CATHERINE TRUSS Kingston Business School LYNDA GRATION London Business School VERONICA HOPE-HAILEY Crarford School of Management PATRICK MCGOVERN London School of Economics PHIUP STILES London Business School ABSTRACT Two of the most widely adopted models of human resource management are the hard and soft versions. These are based on opposing views of human nature and managerial control strategies. The hard model is based on notions of tight strategic control, and an economic model of man according to Theory X, while the soft model is based on control through commitment and Theory Y. We argue that because these assumptions are so divergent, they cannot both properly be incorporated within a single model of human resource management. Human resource management (HRM) has frequently been described as a concept with two distinct forms: soft and hard. These are diametrically opposed along a number of dimensions, and they have been used by many commentators as devices to categorize approaches to managing people according to developmental- humanist or utilitarian-instrumentalist principles (Legge, 1995b). The terms have gained some currency although, from a theoretical point of view, the underlying conflicts and tensions contained within the models have not been sufficiently explored and, from a practical perspective, available empirical evidence would suggest that neither model accurately...
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...understanding of the relationship between human resource management (HRM) and organizational effectiveness (OE) has evolved during the past three decades and to provide examples how firms are using HRM to improve their OE today by addressing several challenges that result from a broader stakeholder model. Design/methodology/approach – This paper reviews the past and current work on the relationship between HRM and OE. Findings – This findings indicate that the relationship between HRM and OE is very different when comparing the past with the current work on the relationship between HRM and OE. A major reason for this is the current work on OE uses the multiple stakeholder model that accounts for many more stakeholders than the past work. Practical implications – Human resource (HR) professionals have the opportunity to demonstrate many ways by which HRM can influence OE, and not just solely on the basis of firm profitability. Thus the use of the multiple stakeholder model today offers the HR professional and the HR profession many more opportunities to demonstrate their importance and impact. Originality/value – A systematic review and comparison of the past and current relationship between HRM and OE using the multiple stakeholder model have not been using both the viewpoints of both academics and practitioners. Keywords Human resource management, Organizational effectiveness, Multiple stakeholders Paper type General review HRM and OE...
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...* * * * * * * * * * Finance * * * * Economics Personnel Management | HRM | HRD | Compensation | Job Analysis | Performance Management | Competency Based Assessment | Training & Development | Participative Management | Employee Relationship Management | Career Development | Talent Management | Employee Engagement | Knowledge Management | Employee Retention | Social Entrepreneurship | | Human Resource Management | * * H R Management - Introduction * Importance of HRM * Scope of HRM * Various Processes in HRM * Management of Contractors * Performance Management * Hiring Strategies * Retention Strategies * Strategic HRM * Global HRM * Personnel Management vs HRM * Managing Employee Performance * Performance Appraisal Process * Performance Appraisal Interview * Managing Employee Relations * Employee Rewards and Recognition * Variable Pay * Diversity in Organizations * Managing Workforce Diversity * Workplace Health and Safety * Workplace Safety Programs * OSHA Safety Manual * HR Challenges * Employee Separation Process * | Difference between Personnel Management & HRM inShare2 Many students of management and laypeople often hear the term HRM or Human...
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...13 Table of Contents 1. Introduction1 2. HRM Transformation in general terms2 2.1 HRM phenomenon 3 2.2 Trends driving it3 3. HRM formulation for the manufacturing company 4 3.1 About the company4 3.2 Harvard HRM model 4 3.3 Situational and Stakeholders Aspects 5 3.4 Defining business strategy6 3.5 HRM policies 8 3.6 HRM Delivery9 4. Recommendations and Conclusions 10 4.1 Interpretational model and recommendations10 4.2 Conclusion13 References14 1. Introduction The first part of the report will provide an insight to what circumstances triggered HRM transformation. Then we’ll explore the complex issues debated around HRM transformation at present and attempt to examine some theoretical perspectives and approaches that may be suitable in advising CEO what HRM transformation would mean for the manufacturing industry. We’ll emphasize in our report that restructuring and retrenchment should be practiced only when relevant. In the last section of our report we’ll present an interpretational model amalgamating figures and some rhetorical findings analysed in the earlier sections of the report and based on the analysis of the same model we’ll provide recommendations and conclusion as to how HRM transformation might achieve both cost cutting and increased effectiveness. 2. HRM transformation in general terms 2.1 HRM phenomenon During Margaret Thatcher’s administration we observed ‘an ascendancy of a new political and economic...
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...The HRM Models ← There are a good number of models that have been postulated by various scholars to describe the HRM concept. ← However, as shall be seen these various models either fall under the soft or the hard approach of HRM. The Harvard Model ← The Harvard Model was postulated by Beer et al (1984) at Harvard University. ← The authors of the model also coined it the map of HRM territory. ← The Harvard model acknowledges the existence of multiple stakeholders within the organization. ← These multiple stakeholders include shareholders various groups of employees, government and the community at large. ← The recognition of the legitimacy of these multiple stakeholders renders this model a neo - pluralist model. ← This model emphasizes more on the human/soft side of HRM. ← Basically this is because this model emphasizes more on the fact that employees like any other shareholder are equally important in influencing organizational outcomes. ← In fact the interest of the various groups must be fused and factored in the creation of HRM strategies and ultimately the creation of business strategies. Source : Beer et al (1984 : 16) ← A critical analysis of the model shows that it is deeply rooted in the human relations tradition. ← Employee influence is recognised through people motivation and the development...
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