Human Resource Models by Abid Ali Jutt

2.  The Human Resource Management
model contains all Human Resource
activities.
 When these activities are discharged
effectively, they will result in a competent
and willing workforce who will help
realize organizational goals.
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6. Harvard Model of HRM
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7. STACK
HOLDERS
customer
competi
tor
Employ
ees
Creditors
Board
of
Directors
Shareh
olderInvestment
Analysis &
Financial
Community
Media
General
Public
Industry
Experts
Venders
Govern
ment
Strategic
Partner
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8. Employee Influence
• Authority
• Responsibility
• Power
Reward
• Pay systems
• Incentives
• Motivation
HR Flow
• Recruitment, Selection
• Placement, Promotion
• Assessment, Appraisal
• Termination
Work System
• Design of work
• Alignment of people
HUMAN
RESOURCE
POLICY
AREAS
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9. • psychological
attachment
Commitment
• Ability to do job
Properly
Competence
• similarity between
objects/individuals
Congruence
• Wage
• Turnover
• Benefits
• Absenteeism
• Strikes
Cost
Effectiveness
HR OUTCOMES
4 C’S
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10. COMMITMENT
Turnover
Absents
Grievances
Dignity
Identity
Loyalty
Societal spin-off
Better performance
Enhanced self worth
Psychological
involvement
How workers feel about their jobs
To what extent ?
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11. HRM
Policies
Attract
Employees
Keep
Employees
Develop
Employees
organization
benefits
employees
'experience
sense of
self-worth
economic
well-being
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12. Level of congruence in HRM policies
*
• Management and employees
*
• Employee groups
*
• Organization and the community
*
• Employees and their families
*
• Individual
Congruence means
similarity between
objects/individuals
Lacking of Congruence
leads to –
Low level of
 Trust
Common purpose
High costs in terms of
Money
Time
Energy
Stress
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13. STRIKES
WAGES
BENEFITS
TURNOVER
ABSENTEEISM
INDIVIDUAL
ORGANIZATION
SOCIETY
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14. Societal
wellbeing
Organizational
effectiveness &
efficiency
Individual
welfare
Long-term
consequences (both
benefits and costs)
of human resource
policies should be
evaluated at three
levels
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15. PYSCHOLOGICAL
PHYSIOLOGICAL
ECONOMICAL
Organization
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16. HR Policies
long-term
results
service
performance
Adaptability
Efficiency
short-term
results
Price
performance
Organization
al Goals/
Survival
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17. What are the societal costs of a strike or a layoff
Psychological
problems
Physical health
problems
Community
Local
Agencies
State
Federal
Govt
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19. MICHIGAN MODEL
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20. Selection
Rewards
Appraisal
Human
Resource
Development
Organizational
Effectiveness
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21. Organizational
Requirements
Matching
People to Job
Right Person
on Right job
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25. •Base Salary
•Pay Incentives
•Employee
Benefits
Financial
Reward
•Praise
•Recognition
•Time off
Non-financial
Rewards
Rewards system/ Pay policy leads to Human development
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26. • New Hired
Employees
Training
• To Learn
Skills
Opportunities
• Distribute
to Achieve
Tasks
Resources
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27. Any Queries???
Any Question???

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