This website uses cookies to ensure you have the best experience. Learn more

Harvard And Shrm Model Essay

1515 words - 6 pages

Human resource management is a part of organization that is responsible for all of the employees in the organization. It is an essential part in the organization, because the way the HR manage the employees influences their behavior, which will also affect the organization success (Delaney & Huselid, 1996). However, most of today's organizations perceive employee as their "resource" (Blodget, 2013). While in fact, the employees are people, vital assets in the organization who need their very human needs provided by the organization itself (Nankervis & Ananthram, 2013). Therefore, in line with Brown, Metz, Cregan, and Kulik (2009) research, HR department is responsible to manage their employees as effective as possible by providing the right policies and practices that will meet employees' needs, thus contribute to the organization's performance and mission. This essay will analyze critically on how and why people are of value to organization based on the model, concepts, and assumptions of Harvard / SHRM model. Besides, it will also discuss how each model can contribute to company success through valuing and managing its employees.Employees are the most valuable thing as they are the people who can add value to the organization through their performance, creativity, and also commitment (Druker, White, Hegewisch, & Mayne, 2010). Most of the organizations, such as IBM are having diverse employees in order to be globally innovative to suffer in the global market place. Identifying external and internal environment such as generation differences (Mountford, 2013), women in the workplace (Metz, 2011), and also the strategy of the organization itself (Boxall & Macky, 2007), will help HR manager to identify the most effective operational structure in providing the necessary support (Brown, Metz, Cregan, & Kulik, 2009). An assumption by Griffiths (1999) is that both younger and older worker has the same perceptions regarding their work life. However, this statement is argued by Mountford (2013) who stated that having different job designs or rewards are essential to retain the older worker (who has more experience, productivity, and loyalty), and also be competitive for the young worker (who is believed to have more creativity and higher skill). It is proven by a longitudinal study of 1775 Dutch workers that as the age increases, intrinsic values related to work (such as non-material aspects, work that allows self-expression, variety, and autonomoy) will also increases, while extrinsic values (such as material aspects of work including salary and promotion) are more likely to decrease (Murray & Syed, 2005). Thus, various HR policies and practices are needed based on the age-group. In addition to age, whether the organisation is large or small will also determine if there is a need of different HRM practices and policies. According to Boxall and Macky (2007), different practices and policies of HRM is more needed in large...

Find Another Essay On Harvard and SHRM model

hrm strategy Essay

4035 words - 16 pages pivotal role in gaining this competitive advantage and therefore, much emphasis is now on linking organisational strategies to human resource strategies. Strategic human resource management (SHRM) has its foundation in the US in 1980s in the work of the 'Harvard Group' (Beer et al., 1984 cited in Truss and Lynda, 1994) and the 'Michigan/Columbia Group' (Fomburn et al., 1984 cited in Truss and Lynda, 1994).Bef ore proceeding f urther to explore the

Critically Discuss The Various Existing Models Linking Organizational/ Business Strategy With Hrm Strategy

1913 words - 8 pages or Japan. National context and the differing labour laws of each country play a fundamental role in SHRM. This severely implicates the usefulness of a best practice model. Contingency perspective For the contingency perspective otherwise known as best fit HRM, there are no universal prescriptions of HR policies and practices. It is all contingent on the organisation’s context and culture and its business strategy. To gain a full picture of this

SHRM - Competitive Edge in Managing People

3155 words - 13 pages TABLE OF CONTENTS1.0 Introduction 11.0 Competitive Edge in Managing People 21.11 Roles and Accountability 21.12 Four Criteria for Competitive Edge 21.13 Gaining Competitive Advantage through People 32.0 The Importance of SHRM 32.1 Strategic Human Resource Management 32.2 Table: Why Human Resource Strategy? 43.0 Achieving Competitive Edge 43.1 The best - fit school of SHRM 53.2 Resource-based view of the firm (RBV) 63.3 Best - Practice SHRM: high

Forthcoming Challenges of Human Resources Management

1591 words - 6 pages Human Resource executive are often confronted with many obstacles in the process of doing their job. Some of the major issues HR experts are encountering is retaining and rewarding of the best employees, the training of business managers, and the formation of corporate philosophies that make the business appealing to preeminent employees (SHRM, 2012). One source that assist corporation in the assessment of Human Resource issues is the

Why Strategic Human Resource Management (SHRM) is so important? How is human resource management (HRM) strategic to gain competitive advantage?

2924 words - 12 pages Executive SummaryNowadays, Strategic Human Resource Management becomes very important for the organizations in the business world environment. The purpose of this assignment is about what the Strategic Human Resource Management (SHRM) is and why SHRM is so important? How is human resource management (HRM) strategic to a firm's viability and how it might help to lay a basis for sustained competitive advantage? And what are the strategies for the

Strategic Management and Strategic Human Resource Management

3306 words - 13 pages The purpose of this paper is to identify the reasons why strategic management driving strategic human resource management (HRM) and how the strategic human resource management (SHRM) makes benefits for organisation. Besides the introduction and conclusion, the body of this essay has composed by five sections which involve strategic management, strategic human resource management, role of human resource management, a discussion part, and the

Human Resource Management - Approaches to casual workers

3196 words - 13 pages management (HRM) as the ongoing process of managing people within the employer-employee relationship, and thus involves the productive use of people in achieving the organisations strategic business objectives and the satisfaction of individual employee needs. Strategic human recourse management (SHRM) on the other hand, is the idea that human resource management can be used to gain or enhance a competitive business advantage (Kornides, J. &amp

Human Resources Management

3740 words - 15 pages CapGemini during the merger according to the Resource Based model (Bratton and Gold, 1999) of SHRM and what were the issues raised due to non-consideration of stakeholder interests during the process. Moreover, the report would outline the transition CapGemini would have to undergo in its HR Strategy through High commitment in order to recover its lost ground.In particular, we would examine the inter-cultural differences between CapGemini (a

The Internationalization of Human Resource Management - Printed

9045 words - 36 pages resource management; 2) international human resource management; 3) strategic human resource management; and 4) human resource management. Over the past twenty-five years these areas have gained increased academic and professional interest. Literally thousands of articles have been written on them and have appeared in journals such as Journal of International Management, International Journal of Human Resource Management, Harvard Business Review

strategic information system

960 words - 4 pages executive programs, and even MBAs that can be purchased online. In this crowded marketplace, Harvard is distinctive. This is due to several factors: The faculty is close to business practices and is committed to teaching; students are engaged, responsible for their own learning and for teaching others; the MBA Program provides a learning model, rather than a teaching model. Supporting HBS's distinctive environment is a residential campus that fosters a

International Human Resource Management

2479 words - 10 pages policies and practices. Third, compare Adler & Ghadar model against other SIHRM models. Finally, some recommendations and assumptions are provided.What is international HRM? Before offering a definition of international HRM, the general field of HRM needs to be defined. HRM refers to those activities undertaken by an organization to effectively utilize its human resources. These activities would include at least human resource planning, staffing

Similar Essays

Strategic Human Resource Management Essay

1324 words - 5 pages initiatives. Models of HRM There are numerous models of HRM that organisations can adopt, I’ve chosen two to analyse, one Hard and one Soft: - • Fombrun et al ‘Matching Model’ – The strategic fit, or Hard HRM – Appendix No. 2 • Beer et al ‘Harvard Framework’ model – Soft HRM These HR models provide an analytical framework for studying HRM, legitimate certain HR practices, establish variables and relationships to be researched and explain the

Strategic Human Resource Management Essay

1247 words - 5 pages Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the

Human Resource Management At Mentor Inc

1132 words - 5 pages in usually commissioning ways. Huczynski and Buchanan (2001) and Loose more et al (2003) reasoned that, the Harvard Model gave the obliged association between "SHRM decisions, the business environment and an affiliation's execution". It gave a more open structure model of how SHRM methodology sways other definitive limits and is urged by stakeholders and situational components. As expressed by Boxall (1992) and recorded in Armstrong (2003

Strategic Hrm Is A Theoretical Model Rather Than A Practical Reality. Discuss

2264 words - 9 pages sector. Lastly legislative changes have significant impact on HRM policies and with recent governments having seemed to favor enterprise bargaining which encourages employer/ employee negotiation.IntroductionThis essay is based upon 'Strategic HRM is a theoretical model rather than a practical reality. It is a unitarist perspective, and as such it is incompatible with contemporary industrial relations practices. Discuss.'An attempt will be made