The Concept of HRM
This guide is based on Human Resource Management in a Business Context,
and includes links to extra articles, notes, tips and exercises.
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
Many people find HRM to be a vague and elusive concept...
This section begins with a discussion of various approaches to HRM...
This is probably the most seminal model of HRM and has had a major influence on academic debate on the
subject.
The Michigan model is also known as the 'matching model' or 'best-fit'
approach to human resource management.
David Guest's British model of HRM has 6 dimensions of analysis
The terminology used in academic human resource literature is problematic because some authors distinguish between 'the
HRM model' as distinct from 'the Personnel model'.
HRM has been addressed by a number of writers from a 'discourse' perspective.
Different interpretations of HRM
Test your knowledge of the contents in this chapter
Summary
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.
Review questions
Case Study for discussion and analysis
>
>
|
Human Resources
