MGW2430 Human resource management- Assignment 1
Ishara Thilini Bandara Student ID:24730564
Human resource management is define as the policies and practices involved in carrying out the people or human resource aspect of a management position , including recruiting, screening, training, rewarding, and appraising (Dessler, 2005). HR management is important to all managers because the productivity of the organisation depends on the employees and HRM decides on the type of employees recruited and how they are managed. The main objective of all business owners is to make profit. Any organisations success mainly depends on the productivity of its employees. To gain the maximum productive of employees they should be well motivated …show more content…
This model was founded by the Harvard school of beer et al. the model includes the HRM policy choices which are the decisions on how to manage the employees. This then leads to the 4 C’s being achieved which are commitment, Congruence, Competence, Cost effectiveness. This model of HRM is considered to be a ‘soft’ approach to HRM practices and therefor the employees are treated as assets of the organisation. Edgar and Geare (2005) stated that the Harvard concept stresses on the employee commitment. Organisations using this approach trust their employees and empower them in order to make them more …show more content…
This model is said to be pluralist because it identifies many stakeholders and these stakeholder are said to have different goals. In the IBM statement that is given it is said that they have a workforce with diverse employees which shows that the organisation follows the Harvard framework of HRM. This can be said because a diverse group of employees have different goals they try to achieve as well as different needs to be supported. This model can also said to be an employee-centred model. Brown et al suggests that in an employee-centred organisation, one of the duties of a HR manager is to support the needs and goals of an employee. However meeting the need of an employee is not the objective of the Harvard model; it is only a responsibility for the HR manager to do so. With meeting the need of an employee the model then aims to achieve commitment to get the best productivity of the employees. This model however being a soft HRM practice is not practised widely as said before in the essay.
Harvard HRM model considers many functional HR areas. Examples of these are Recruitment and Selection Human, Resource Development, and health and safety. According the Harvard model just having these areas in a HRM practice of an organisation should be sufficient. However according to the SHRM model these functional areas and all the other
Ishara Thilini Bandara Student ID:24730564
Human resource management is define as the policies and practices involved in carrying out the people or human resource aspect of a management position , including recruiting, screening, training, rewarding, and appraising (Dessler, 2005). HR management is important to all managers because the productivity of the organisation depends on the employees and HRM decides on the type of employees recruited and how they are managed. The main objective of all business owners is to make profit. Any organisations success mainly depends on the productivity of its employees. To gain the maximum productive of employees they should be well motivated …show more content…
This model was founded by the Harvard school of beer et al. the model includes the HRM policy choices which are the decisions on how to manage the employees. This then leads to the 4 C’s being achieved which are commitment, Congruence, Competence, Cost effectiveness. This model of HRM is considered to be a ‘soft’ approach to HRM practices and therefor the employees are treated as assets of the organisation. Edgar and Geare (2005) stated that the Harvard concept stresses on the employee commitment. Organisations using this approach trust their employees and empower them in order to make them more …show more content…
This model is said to be pluralist because it identifies many stakeholders and these stakeholder are said to have different goals. In the IBM statement that is given it is said that they have a workforce with diverse employees which shows that the organisation follows the Harvard framework of HRM. This can be said because a diverse group of employees have different goals they try to achieve as well as different needs to be supported. This model can also said to be an employee-centred model. Brown et al suggests that in an employee-centred organisation, one of the duties of a HR manager is to support the needs and goals of an employee. However meeting the need of an employee is not the objective of the Harvard model; it is only a responsibility for the HR manager to do so. With meeting the need of an employee the model then aims to achieve commitment to get the best productivity of the employees. This model however being a soft HRM practice is not practised widely as said before in the essay.
Harvard HRM model considers many functional HR areas. Examples of these are Recruitment and Selection Human, Resource Development, and health and safety. According the Harvard model just having these areas in a HRM practice of an organisation should be sufficient. However according to the SHRM model these functional areas and all the other