The Harvard Model of Human Resource Management

 

 Harvard Model of Human Resource Management


 

The Harvard Model of Human Resource Management is a widely recognized and powerful model in managing human resources within organizations. This was developed by Michael Beer and his colleagues at Harvard University in the 1980s. The Harvard model provides a methodology to HRM that fulfils the needs of both the organization and its employees.

 






The Harvard Model of HRM recognizes that employees are a valuable asset to its organization and also their contribution is essential to achieve organizational goals. It shows the importance of treating employees as partners in the success of the organization and creating a work environment to improve their growth and development.

 

The model is based on four main components:

1.Situational factors – The external environment, organizational culture, and business strategy

2.Stakeholder interests - To the various groups that have a stake in the organization (Ex: Employees, customers, investors, and the community)

3.HRM policy choices - The decisions made by senior staff (Ex: How to manage human resources, recruitment, training, compensation, and performance management)

4.HR outcomes - The results of these policy choices (Ex: Employee satisfaction, organizational performance, and employee retention)

  •  



One of the key advantages of the Harvard Model of HRM is that it helps organizations to adopt to long-term goals rather than focusing on short-term benefits. This can lead the organization to gain better outcomes for both the organization and its employees. Another advantage of the Harvard Model of HRM is that it helps to create a balanced transparent approach to HRM for all stakeholders, including employees, customers, investors, and the community.

 






Reference

https://www.sketchbubble.com/en/presentation-harvard-model-of-hrm.html


https://www.googleadservices.com/pagead/aclk?sa=L&ai=DChcSEwiV85zDuZ7-AhWWJCsKHSyGDDMYABACGgJzZg&ohost=www.google.com&cid=CAESauD2UBSdt2nIF4hgv7W0faTlGI5MVrLhSiZnfeLVcNlbEAiJajkkDHIHjyaIFKewD8YL-XlsiizsIh2MiavYj6JiXsu44IIRi7qDw49bF6wMqeBibklSHxyqmuf-vOY1G3aCL-279gTfz1U&sig=AOD64_3pJCTyRSFeAUWR_pvmvsgZBHXMAQ&q&adurl&ved=2ahUKEwiBhJfDuZ7-AhWG7jgGHYGoBbAQ0Qx6BAgJEAE

 

https://www.iiste.org/Journals/index.php/EJBM/article/view/40972

https://www.cram.com/essay/HR-Management-The-Harvard-Model-Of-Human/FJJK7SYHQG

 

 

 

Comments

  1. Suranga Wijayarathna11 April 2023 at 05:21

    I completely agree with the benefits and advantages of the Harvard Model of HRM that you have discussed in your blog post. By recognizing the importance of employees as partners in the success of the organization, the Harvard Model encourages organizations to create a positive work environment that fosters growth and development of employees. This can lead to higher levels of employee satisfaction and retention, which in turn can improve organizational performance and achieve long-term goals.

    ReplyDelete
  2. Dhanushka Jayanath 19 April 2023 at 11:18

    we can stay with you on this topic, Harvard Model of HRM is that it helps organizations to adopt long-term goals rather than focusing on short-term benefits. This can lead the organization to gain better outcomes. good job.

    ReplyDelete
  3. Tharanga Wanigasundara21 April 2023 at 11:23

    Good topic.
    The Harvard Model emphasizes the importance of treating employees as strategic assets, recognizing that their skills and contributions are critical to the success of the organization. By aligning HR practices with the organization's overall strategy and values, the model aims to create a more engaged, competent, and committed workforce that can drive business success over the long term.
    Well done.

    ReplyDelete
  4. Kalani Wijewardhane (CBA/MAAT/Dip.in Comp. Acc)21 April 2023 at 22:54

    Great article! The Harvard Model of Human Resource Management is an effective and well-established approach for managing human resources within organizations. It emphasizes the importance of treating employees as valuable partners in achieving organizational goals, and focuses on creating a work environment that promotes their growth and development. The model's focus on long-term goals and balanced, transparent HRM policies make it a valuable tool for any organization.

    ReplyDelete
    Replies
    1. Arjuna kangara 22 April 2023 at 11:17

      Thank you kalani for ur long and advising comment

      Delete
  5. Asanka Devagiri22 April 2023 at 04:35

    Nice article Arjuna ! Due to its emphasis on people rather than outcomes, the Harvard HRM model is regarded as one of the most influential 'soft HRM' approaches. The Harvard HRM approach aims to create the greatest environment possible for individuals to accomplish their best work.

    ReplyDelete

Post a Comment

Popular posts from this blog

The Evolution of HRM

Image
  The Evolution of HRM Human Resource Management (HRM) is a recent term used to describe how businesses manage their human resources. Over time, the way HRM has changed a lot and still evolving. At first, it was all about keeping track of employee information and following labor laws [1]. But as businesses grew and competition increased, HRM became more important.     In the past, HRM was all about keeping track of employee information and following labor laws and didn't have much strategic importance. However, as management theory emerged in the early 20th century, the role of HRM started to expand. The focus shifted to managing human capital as a key driver of business success.       During the mid-90’s, the focus of HRM shifted from traditional personnel management to a more strategic approach. This was caused by the need to manage a different workforce, increased competition for talent, and the recognition of the
Read more

INFLUENCE OF GLOBALIZATION IN HUMAN RESOURCE MANAGEMENT

Image
  INFLUENCE OF GLOBALIZATION IN HUMAN RESOURCE MANAGEMENT     Globalization has brought about significant improvements in operating an organization and how the organization manage their human resources. Human Resource Management (HRM) practices are affected by globalization in various ways and has resulted the need to adapt their policies and procedures to fulfil the needs of a diverse of workforce with different laws and regulations for organizations depending on different organizational structures.   1.        Cultural Diversity One of the significant influences of globalization on HRM is the cultural diversity. Globalization has led to an increase in cultural diversity in the organization. This has affected HRM practices to adapt to fulfil the needs of their workforce. This includes implementing policies to promote diversity, as well as training programs to enhance cross-cultural communication skills and lifestyles. In today's globalized world, companies have workf
Read more