![]() ![]() Here are the five most significant HRM models every HR practitioner should know of. HRM models often combine principles of soft and hard HRM, but with more emphasis put on one of these two approaches. In her book “ Strategic Human Resource Management: Corporate Rhetoric and Human Reality” Lynda Gratton, a British organisational theorist, consultant, and Professor of Management Practice, concludes that “ …even if the rhetoric of HRM is ‘soft’, the reality is almost always ‘hard’”. A hard approach to HRM is characterised by its distinct focus on performance management and the emphasis it puts on the instrumental approach to the management of employees.Ī 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 organisation can have. Human resource management is often defined as a concept that includes two possible approaches, or forms. The goal of creating HRM models is to help companies manage their workforce in the most efficient and effective manner possible, in order to achieve the established objectives. ![]() This article outlines five models every HR practitioner should know. HRM model (or HR framework) is a term which stands for an organisation’s strategic scheme designed to help administer and coordinate business functions regarding human capital. ![]()
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