Strategic

Human
Resource
CHAPTER
MODELS OF STRATEGIC
3
HUMAN RESOURCE
Management MANAGEMENT
3.1. The Matching Model of SHRM
3.2. The Matching Model of SHRM
Abrarw Chane (PhD)
abraraw.chane@aau.edu.et 3.3. The Harvard Model of SHRM
3.4. The Guest’s Model of SHRM
3.5. The Storey’s Model of SHRM
፳፻፲፪ ዓ.ም.
3.6. The Warwick’s Model of SHRM
March 2020
Addis Ababa University 3.7. Ulrich’s Strategic Partner Model of HRM
School of Commerce 3.8. The Hard-Soft Model of SHRM
 3.1. Theorizing SHRM
Models fulfill at least four intellectual
Why We functions
Study the o provide an analytical framework for
Models studying SHRM
of o legitimize SHRM
SHRM? o provide a characterization of SHRM
o serve as a heuristic device for
explaining the nature & significance
of HR
፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፪
 3.2. The Matching Model of SHRM
HR systems should be managed in a way
that is congruent with organizational
What
strategy
does the o the ‘resource’ aspect of HRM
Matching o efficient utilization of HR
Model of o the interrelatedness & the coherence of HRM
activities
SHRM o The HRM cycle consists of four key components
state?

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፫
 3.3. The Harvard Model of SHRM
What does
the Harvard
Model of
SHRM state?

Focuses on the
human aspect
of HRM
• Competence
highlights the
interests of
different
stakeholders

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፬
 3.4. Guest’s Model of SHRM
• a set of integrated HRM practices
achieve superior ind. and org’al
What
performance
does the • managers should adopt a distinct
Guest’s set or ‘bundle’ of HR practices in a
Model of coherent fashion
SHRM • has six components:
state? • an HRM strategy
• a set of HRM policies
• a set of HRM outcomes
• behavioral outcomes
• a number of performance outcomes
፳፻፲፪ ዓ.ም. • financial outcomes
Abraraw-SHRM-03-2020
፭
 The Guest’s …

What
does the
Guest’s
Model of
SHRM
state?

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2018
Abraraw-SHRM-03-2020
፮
 3.5. The Storey’s Model of SHRM
Main elements of the model:
What 1. Beliefs and assumptions – HR
distinguishes successful firms from
does the mediocre ones
Storey’s 2. Strategic aspects - HRM is a matter of
Model of critical importance to corporate planning
SHRM 3. Role of line managers - general
state? managers, and not HRM specialists, are
vital to the effective delivery of HRM
practices
4. Key levers - the methods used to
implement HRM e.g. performance-related
፳፻፲፪ ዓ.ም.
pay, harmonization of conditions, etc. ፯
Abraraw-SHRM-03-2020
 The Storey’s …

What
does the
Storey’s
Model of
SHRM
state?

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2018
Abraraw-SHRM-03-2020
፰
 3.6. The Warwick’s Model of SHRM
• Developed by Hendry and Pettigrew (1990)
• University of Warwick (UK)
What • Extends the Harvard Model
does the • identifies & classifies important env’al
influences
Warwick’s • The five elements of the model are:
Model of o Outer context – socioeconomic, technical,
political-legal, competitive
SHRM o Inner context – culture, structure, leadership,
state? task-technology, business outputs
o Business strategy content – objectives, product
market, strategy and tactics
o HRM context – role, definition, organization, HR
outputs
o HRM content – HR flows, work systems, reward
፳፻፲፪ ዓ.ም. systems, employee relations
Abraraw-SHRM-03-2020
፱
 The Warwick …

What
does the
Warwick’s
Model of
SHRM
state?

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፲
 3.7. Ulrich’s Strategic Partner Model
According to Ulrich’s (1997) Strategic Partner
Model, HR professionals are:
1. Strategic partners
o helping the business to successfully implement
strategy
2. Administrative experts
o improving organizational efficiency by re-engineering
the HR function
3. Employee Champions
o maximizing employee commitment and competence
4. Change agents
o delivering organizational transformation and culture
፳፻፲፪ ዓ.ም. change
Abraraw-SHRM-03-2020
፲፩
 Ulrich’s …

፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፲፪
 3.8. The Hard-Soft Model of SHRM
o employees as a resource should be managed
in the same rational way as any other
What does resource being exploited for maximum
hard HRM return
mean?
o HR have to be acquired, developed &
deployed in ways that will benefit the org.

o focuses on the quantitative, calculative &

business-strategic aspects of managing HR in
as ‘rational’ a way as for any other economic
factor
፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፲፫
 The Hard-Soft …
o involves ‘treating employees as valued assets
o a source of competitive advantage through
What o commitment
does o adaptability
Soft o high quality
HRM o stresses the need to gain the commitment –
mean? the ‘hearts and minds’ – of employees
through
o involvement
o communications
o other methods
፳፻፲፪ ዓ.ም.
Abraraw-SHRM-03-2020
፲፬