In this section of the assignment I am going to explain Guest’s model of HRM, compare the differences between Storey’s definitions of HRM, personnel and IR practices and assess the implications for line managers and employees of developing a strategic approach to HRM.
1. Explain Guest’s model of HRM.
There are 2 types of HRM, hard and soft. The hard HRM is about bringing together human resources strategy and business strategy. The hard HRM is used by managers who are strict and think that the only reason individuals work is for financial reasons. The soft HRM is used by managers who are more focused on the individual’s concerns and are committed and compassionate about their work, listen to their opinions and with the intention of helping that …show more content…
David Guest sees HRM as a different methodology to dealing with the workforce. HRM has a unique approach to select and train staff and should be focused on the individual’s performance and capabilities.
Davis Guest suggests there should be 4 crucial components to create an effective workforce:
• Strategic Integration
• Flexibility
• High Commitment
• Quality
Davis Guest mentions the two differences between HRM and Personal Management/IR:
HRM Personnel / IR
1 Time and planning perspective Long term, proactive, strategic, integrated Short term, reactive, marginal
2 Roles Highly integrated into line management Professionals and experts and specialists
3 Employee relation perspective Unitarist, individual, high in trust Pluralist, collective, low trust
4 Control system Self-control system External system
5 Psychological contract Commitment Compliance
6 Preferred structures/systems Organic, devolved, flexible roles Bureaucratic/mechanistic, centralise, formal defined roles
7 Evaluation
1. Explain Guest’s model of HRM.
There are 2 types of HRM, hard and soft. The hard HRM is about bringing together human resources strategy and business strategy. The hard HRM is used by managers who are strict and think that the only reason individuals work is for financial reasons. The soft HRM is used by managers who are more focused on the individual’s concerns and are committed and compassionate about their work, listen to their opinions and with the intention of helping that …show more content…
David Guest sees HRM as a different methodology to dealing with the workforce. HRM has a unique approach to select and train staff and should be focused on the individual’s performance and capabilities.
Davis Guest suggests there should be 4 crucial components to create an effective workforce:
• Strategic Integration
• Flexibility
• High Commitment
• Quality
Davis Guest mentions the two differences between HRM and Personal Management/IR:
HRM Personnel / IR
1 Time and planning perspective Long term, proactive, strategic, integrated Short term, reactive, marginal
2 Roles Highly integrated into line management Professionals and experts and specialists
3 Employee relation perspective Unitarist, individual, high in trust Pluralist, collective, low trust
4 Control system Self-control system External system
5 Psychological contract Commitment Compliance
6 Preferred structures/systems Organic, devolved, flexible roles Bureaucratic/mechanistic, centralise, formal defined roles
7 Evaluation