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Human Resource Management Models

Amit Giri

Kurukshetra University, Kurukshetra

University School of Management
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HRM Models
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“I am convinced that nothing we

do is more important than hiring
and developing people. At the end
of the day, you bet on people not
on strategies.”

– Lawrence Bossidy
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What we will come to know ??

• After completion of the presentation, we will able to know:
 What is HRM ?

 Outlines to kept in mind about the HR Models

 Goals
 Hard Approach
 Soft Approach

 The Ulrich Model (The Business Partner Model)

 The ASTD Competency Model

 Conclusion
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What is HRM ?

HRM model (or HR framework) is a term which

stands for an organization’s strategic scheme
designed to help administer and coordinate
business functions regarding human capital..
 Human resource management
is often defined as a concept
that includes two possible
approaches, or forms.

A soft approach to HRM, on the other

hand, focuses on empowerment,
motivation, and trust in dealing with
employees, considering individual
contributors the most important resource
an organization can have.
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Outlines to Kept in Mind

About HRM Models by
every HR Practitioner

characterized by its distinct focus

and the emphasis it puts on the
on performance management
instrumental approach to the
manageme nt of employees.

A hard approach to HRM is

established objectives.
possible, in order to achieve the
efficien t and effective manner
their workforce in the mo st
is to help companies manage
The goal of creating HRM models
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 A British organizational theorist Lynda
Gratton, consultant, and Professor of
Management Practice, concludes that “…
even if the rhetoric of HRM is ‘soft’, the
reality is almost always ‘hard’ ” In her
book “Strategic Human Resource
Management: Corporate Rhetoric and
Human Reality ”.
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The Harvard The Warwick The Ulrich The ASTD

The 5P’s Model Competency Model
Model Model Model
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The Ulrich Model(Business Partner Model)
The The Ulric
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The ASTD Competency Model
The ASTD Competency model was developed in 2004 by
the American Society for Training and Development, after
a conference and research process conducted by ASTD,
DDI, and Rothwell and Associates.
The model delivers a roadmap of success that lays out
performance against a credible set of descriptors. Two
slight modifications to the model were made since then:
first time in 2008/09, and then again in 2010/11.
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Framework

Foundational Level Focus Level Execution Level

Improved productivity
and reaching the set
company goals remain
the main focus of all HR
endeavours. Although
no model created to this
day offers a perfect
solution for all HR
efforts, understanding
HRM frameworks in
their diversity is crucial.
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Similar in certain
aspects, yet different in
other, HRM models
developed so far give
HR teams and specialist
a good foundation to
design, adjust, improve,
and new practices for
the future.
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CONCLUSION
Every organization requires a specific approach in
order to accomplish the ultimate goals of HRM:
recruiting the best employees, providing quality
and relevant staff training, monitoring performance
in ways that generate reliable results, designing and
implementing employee welfare measures, and
managing applicable reports.
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References:-
1. Data Collected - https://inside.6q.io/5-human-resources-models/
2. Presentation Background - Active Presenter
3. About the Presenter – Amit Giri is an MBA student from Kurukshetra University, Kurukshetra and also working as a social
entrepreneur, motivational speaker, event consultant and a teacher. He loves to meet new people, read books and travelling to the
new places.

Presented By:- Presented To:-

Name – Amit Giri Dr. Nirmala Chaudhary
Class – MBA (Gen.) Professor
Roll number – 12 (University School of Management)
(Kurukshetra University, Kuruskshetra)
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