The document discusses two popular models of human resource management: the Matching Model and the Harvard Model. The Matching Model suggests that a company's strategy, structure, human resource management system, and external environment should all closely align. The Harvard Model outlines four areas of HR policy and their relationship to organizational outcomes and consequences. It proposes that HR policies should aim to achieve commitment, congruence, competence and cost effectiveness among employees.

1. Human Resource
Management Model
Behind the recent development in
the new HRM there are popular
model known as Matching Model
and the Harvard Model.

2. The Matching Model
 The Matching Model was developed by
Fombrun. It suggest that people in the
organization are managed according to
organizational requirements of quality and
effectiveness.
 The Matching Model assumes that the firms’
strategy, structure, and HRM system should
have a sort of “tight fit” and these are
vertually affected by the environmental
factors.............................................

3. The Matching Model
Mission
and
strategy
Organizational
structure
Human
Resource
Management
Economic

4. The Matching Model provides often-cited set of
concept of human resource management. The
model is based on the argument that the four
areas of HRM policies......................
Selection Performance Appraisal
Rewards
Development

5. The Harvard Model
The Harvared School suggested that
HRM has two charecteristic features.
Lin manager accept more responsibility
for ensuring the alignment of competitive
strategy and personal policies.
Personnel has the mission of setting
policies that govern how personnel
activities are developed and implemented
in ways that make them.

6. THE HARVARD FRAMEWORK FOR
THE HRM
Stakeholders Interest
ST
•Shareholders
•Management
•Employees
•Government
•Unions
Situational Factors:
•Workforce
charecterstics
•Business strategy &
Conditions
•Management
Philosophy
•Labour Market Unions
•Task Technology
•Laws & Social Values
HRM policy
choices:
•Employment
Influence
•Human
resource flow
•Reward system
•Work systems
Human
Resource
Outcomes:
•Commitment
•Congruence
•Competence
•Cost
Effectiveness
Longterm
Consequences:
•Individual well
being
•Organizational
Effectiveness
•Social well
being

7. THE HARVARD FRAMEWORK
The Harvard Framework outlines four HR Policy
areas:
Employee influence - delegated level of authoruty ,
responsibility power
Human resource flows – recruitment, selection,
promotion, appraisal, termination etc.
Reward system – pay system, motivation etc
Work systems – design of work & alignment of
people.

8. Which in turn lead to the ‘Four Cs’
or HR policies that have to be
achieved:-
Commitment
Congruence
Competence
Cost effectiveness
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