HRM

Models
DR AMIT KUMAR LAL
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Objectives of HRM Models?

❑ This provide analytical framework of HRM that establishes
relationship among various variables to be researched.

❑They serve as a heuristic device that help us to

discover and understand the world for explaining the nature
and significance of key HR practices.
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What is HRM Models?

❑ Fombrun Model
❑ Harvard Model
❑ Guest Model
❑ Warwick Model
❑ 5 P model
Fombrun Model
❑ one of the first models focussed only
four functions of HRM.
❑ Selection, HRD, Rewards, Appraisal
are inter connected and lead to
organisational effectively.
❑ Model was too simple however at the
same time did not considered
environmental factor.
❑ it only considered four functions of
HRM.
Harvard Model
❑ it included 6 components.
❑ Stake holder Interest
❑ HRM components
❑ Situational factors
❑ HR outcomes
❑ Long term outcomes
Stakeholder Interest
❑ An organisation is surrounded
with different parties who are
directly or indirectly affected with
the organisation activities.
❑ An organisation must balance the
relationship between their profits,
social contribution, shareholder
interest and government
regulations as well
Situational Factors
❑ there are factors which are
internal or external but they are
based on situations
❑ this includes –
❑ government regulations
❑ labour market
❑ technology
❑
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HRM Policy Choice Area

❑ Human Resource flow includes functions like recruitment, Selection,
training, promotion, retirement and termination.
❑ Reward Systems are designed to motivate employees that include pay
systems, incentive and bonus.
❑ Employee influence incorporate the level of authority and associated
responsibility
❑ Work system is integrating all these function together so that they can
executed in a flow and run like a system.
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How it works
Outcomes
1. Competence
2. Congruence
3. Cost effectiveness
HR Decisions
4. Commitment
1) HR Flow
2) Reward System
3) Employee Influence Long term Outcomes
4) Work Flow 1. Individual well being
2. Societal well being
3. Organisation
Effectiveness
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WarWick Model
❑The Warwick HRM Model was constructed by the researchers Chris
Hendry and Andrew M. Pettigrew at the University of Warwick in the
early 1990s.

❑Developed from the Harvard Model, this HRM framework represents

an analytical approach to HRM.
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Component of the Model

❑HRM content (HR flow, reward systems, employee relations, work systems,
and other aspects).
❑The outer context (which includes political, technical, and competitive
factors) – MACRO Environment
❑The inner context (concerning the structure, leadership, culture, task-
technology) – Micro Environment
❑Business strategy content (representing company objectives, product
market, and general strategy)
❑HRM context (including role, definition, organisation, HR outputs);
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5 P Model
❑The 5P’s HRM Model is a form of strategic HRM developed in 1992 by Randall
S. Schuler, a praised scholar.
❑ Dedicated to the matters of global HRM, strategic HRM, the function of HRM
in organisations and the interface of business strategy and human resource
management.
❑As its name suggests, The 5P’s Model is based on five constitutional
aspects: purpose, principles, processes, people, and performance.
❑According to this framework, aligning and balancing these five principles
leads to achieving company success.
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5 Model Components
❑Purpose as the organization's vision, mission, and primary objectives;
❑Principles are defined as operational protocols set to lead to achieving a purpose;
❑Processes include organisation architecture, systems, and methods of operation;
❑People are the vital HR resource performing tasks in line with the appointed
principles and processes;
❑Performance, ultimately, is a result that can be measured by the appropriate
standards.
❑Shortly put, according to the 5P’s HRM Model, organisational performance directly
depends on the performance of people engaged in processes and guided by
organisation purposes and principles.
Thanks….