Write a note in brief on important models of Strategic Human Resource Management (SHRM)

Strategic Human Resource Management (SHRM) involves aligning HR practices with an organization’s strategic goals.

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Several important models and frameworks in SHRM include:

Fombrun, Tichy, and Devanna’s Model: This early model emphasizes the integration of HR with organizational strategy, focusing on four key roles for HR: administrative expert, employee champion, change agent, and strategic partner.

Harvard Model: This framework considers HR as a system comprising four policy areas: human resource flow, reward systems, employee influence, and work systems. It highlights the importance of employee commitment and mutuality.

Resource-Based View (RBV): RBV theory asserts that human resources are a source of sustainable competitive advantage. It emphasizes the strategic management of an organization’s unique human capital.

Guest’s Model: This model emphasizes the critical role of HR practices in achieving high-performance work systems. It identifies six HR dimensions: HR policies, HR outcomes, behavioral outcomes, performance outcomes, financial outcomes, and employee attitudes.

Matching Model: This model suggests that HR strategies and practices should be aligned with an organization’s business strategy. It aims to achieve a fit between HR and business strategies to enhance performance.

Ulrich’s HR Business Partner Model: This model introduces the concept of HR business partners who work closely with business leaders to ensure HR strategies support the overall strategic goals of the organization.

These models guide organizations in designing HR practices that support their strategic objectives, thereby enhancing organizational performance and competitiveness.

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