Based on Human Resource Management, 4th edition, by Alan Price
The objectives of this section are to:
- Outline the variety of ways in which HRM is defined.
- Offer a working definition for the purposes of this book.
- Discuss the most influential early models of HRM.
- Review some of the evidence for the adoption of HRM
Defining human resource management
Many people find HRM to be a vague and elusive concept...
Maps and models of HRM
This section begins with a discussion of various approaches to HRM...
The Harvard map of human resource management
This is probably the most seminal model of HRM and has had a major influence on academic debate on the
The Michigan model is also known as the 'matching model' or 'best-fit'
approach to human resource management.
Guest's Model of HRM
David Guest's British model of HRM has 6 dimensions of analysis
Alternative HRM Models
The terminology used in academic human resource literature is problematic because some authors distinguish between 'the
HRM model' as distinct from 'the Personnel model'.
The Discourse of HRM
HRM has been addressed by a number of writers from a 'discourse' perspective.
Different interpretations of HRM
HRM in the USA
HRM in other countries
Schools of thought
The meaning and prevalence of HRM are topics that continue to attract debate and
disagreement. As a consequence, practitioners and textbook authors use a diverse and
sometimes contradictory range of interpretations. We found that HRM has a variety of
definitions but there is general agreement that it has a closer fit with business
strategy than previous models, specifically personnel management. The early models of
HRM take either a 'soft' or a 'hard' approach, but economic circumstances are more
likely to drive the choice than any question of humanitarianism. The extent of adoption
of HRM is also problematic, with many commentators disputing its prevalence and the
evidence for adoption still slow in coming.
> Managing People
HRM and Business Efficiency