John Storey model of human Resource Management lets get started

1. Group A

2.  The model was developed by John Storey in 1989. He saw HRM as a more
humane approach to employment management (soft approach of human resource
management). His emphasis was on commitment rather than compliance and he
saw human capability as what differentiates organizations.
 The model was based on four components: Beliefs, Strategic qualities, Role of line
managers and Key levers.

3. BELIEFS:
He believed that human resource is the most important factor of production.
Organizations success is based on the commitment and capabilities of their
employees, therefore employees should be treated as valuable assets and not mere
factors of production.
STRATEGIC QUALITIES:
HRM is strategic in nature and therefore requires the attention of the senior
managers and top executives. It is also the most important source of competitive
advantage. HR strategies are dynamic in nature; they take into consideration their
business environment changes.

4. ROLE OF LINE MANAGER:
It is clear from HRM philosophy that people management is too important to be
left to personnel specialist and this is seen through the strong link that exists between
employees and line managers. Line managers perform HRM roles in their day to day
activities.
KEY LEVERS:
Culture is more important than procedures and systems because it reduces the
case of conflict in an organization thereby increasing understanding and unity. This is
primarily important because culture management brings consensus on overall
organization values, beliefs and assumptions. It is essential in flexibility and
commitment.