After completion of this seminar audience will be able to know: What is HRM Model? Why we need to design HRM Model? Importance and focus of each HRM Model; Being HR professional, what would be the Negative consequences if we don’t know about HRM Models?

1. Jahan University
Department of Business Administration
Human Resource Management Models
Hijratullah Tahir
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2. Objectives of the Seminar
After completion of this seminar audience will be able to know:
1. What is HRM Model?
2. Why we need to design HRM Model?
3. Importance and focus of each HRM Model;
4. Being HR professional, what would be the Negative
consequences if we don’t know about HRM Models?
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3. Theme of the Seminar
Topic 1: What is HRM Model?
Topic 2: The Reasons for designing HRM Model for an organization?
Topic 3: Various HRM Models:
1. The Harvard Model;
2. The Warwick Model;
3. The 5 P’s Model;
4. The Ulrich Model; and
5. The ASTD Competency Model.
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4. What is HRM Model?
1. ____________________?
2. ____________________?
3. ____________________?
4. ____________________?
5. ____________________?
6. ____________________?
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5 minutes activity;
Please answer to the
question: what is HRM
Model? No More than 2
lines.

5. HRM Model?
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─ Also known as HR Framework;
─ Organization strategic system designed to:
─ Manage and
─ Coordinate Business functions- Human Resources.
─ Simply; what is HRM and how it operates?

6. Need for designing HR Model
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The Goal of creating HRM model:
─ To help companies manage their workforce in most efficient and
effective manner.
─ In order, to achieve the organizational objectives.

7. HRM Approaches or forms
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─ HRM approaches or forms:
─ Hard Approach – Performance or Employee management;
─ Soft Approach – empowerment, motivation & trust in dealing
with employees;
─ HRM Models often combine principle of soft and hard approach.
─ At a time, HR professionals used one or two HRM models.

8. Models of Human Resource Management
Following are the major HR Models:
1. The Harvard Model;
2. The Warwick Model;
3. The 5 P’s Model;
4. The Ulrich Model; and
5. The ASTD Competency Model.
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HRM Model
means what is
Human Resource
Management
and how it
operates

9. 1. The Harvard model of HRM
─ By Michael Beer et al in 1984 at Harvard University
─ Operating with 5 significant components:
─ Situational factors and stakeholders
interest affects and shape HRM policies.
─ Implement HR Policies to achieve
HR Outcome, which lead to favorable consequences.
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Situational
factors
Stakeholders
interest
HRM Policies
HRM
Outcome
Long-term
Consequences

10. The Harvard model of HRM diagram
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11. The Warwick Model
─ By Hendry and Andrew in 1990s at Warwick University;
─ Similar to Harvard, this model also have 5 different Elements:
1. The outer Context – (Political, technical, competitive forces)
2. The Inner context – (Structure, leadership, culture)
3. Business Strategy context – (Organizational strategy, Objectives)
4. HRM Context – (HR Role, Organization, HR outputs)
5. HRM content – (HR Flow, reward system, work system, employee
relations)
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12. 3. The 5 P’s Model
─ This Strategic HR Model developed by Randall in (1992);
─ Also have 5 constitutional aspects:
1. Purpose – Organization vision, mission and primary objectives;
2. Principles – Operational protocol, set to achieve purpose;
3. Process – Organization architecture, system and operations;
4. People - Human Resources in line with principles and process;
5. Performance – Result, that can be measured appropriately.
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13. 4. The Ulrich Model
─ Also called Strategic partner model, introduced by Ulrich in 1995;
─ Ulrich, categories HR Functions into Four Roles:
─ Simply, this model focus on
people or HR professionals
roles like Strategic partner,
Change agent, Admin Expert
and employee advocate.
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14. 5. The ASTD Model
─ Developed by ASTD in 2004;
─ This model is founded on three layers or blocks:
1. Foundational level – Essential competencies; personal, inter-
personal and managerial
2. Focus level – AoE such as coaching, improving employee
performance, social learning, career planning and evaluating.
3. Execution level – 4 professional roles; Learning strategist, project
manager, business partner and professional specialist.
─ Professional development is the key to personal and company success.
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5. The ASTD Model
─ Developed by ASTD in 2004;
Foundational Competencies:
• Supporting competencies,
• link to successful
performance in the field,
• Regardless of an individual
who perform
Areas of Expertise (AoE):
• 2nd layer of the model;
• Composed professional
and technical areas
required for success;
• Specializes areas need to
build and implement;
Roles:
• At top layer or execution
level;
• Roles depend on the work
or project;
• Role is broader than just
title;

16. Group Activity;
─ Please make a group of 3-5 people;
─ Please answer below question in flap chart:
─ If you are selected as HR Director of ABC Company. So, Which HR
Model(s) will be used for your organization and Why?
─ Team work for 15 minutes only;
─ One person from each department will present;
─ Participant rating to each presentation
─ Announcing winner team;
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17. Questions and Answers
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18. References
1. Human Resource Management Practices by Hijratullah Tahir;
Jahan University publications.
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