“Harvard Model of HRM”

Overview of Harvard Model of HRM

The Harvard Model of HRM is a widely-recognized managerial approach to human resource management (HRM). It began as a research HR project in the 1980s by the Harvard Business School. It’s known for providing a balanced approach to personnel decisions and emphasizes the need for a commitment to employee development and support. The model is based on six core dimensions of HRM: selection and placement, orientation and training, employee recognition and rewards, staffing, performance appraisals, and job evaluation.

Introduction to the Harvard Model

The Harvard Model of HRM focuses on creating opportunities for employees to be involved in their development and earning rewards for their accomplishments. This model also encourages strategic management by necessitating managers to consider employee behavior when making business decisions. The goal is to establish links between the competitive advantages derived from HR practices and the overall strategic human resource management goals of the organization.

Components of the Harvard Model

The Harvard Model of HRM consists of six key components:

• Selection and Placement This involves the processes of assessing a job applicant’s qualifications and characteristics and deciding which vacancy best suits them. It’s important to select the right person for the right job, which in turn helps the organization achieve its goals.
• Orientation and Training To ensure efficiency and productivity, new and existing employees should receive training and orientation. This improves job performance, reduces long-term costs, and improves employee morale.
• Employee Recognition and Rewards This encourages employees to work hard and achieve the organization’s goals by providing rewards and recognition for good performance. Rewards can be in the form of promotions, salary increases, or additional benefits and perks.
• StaffingThis involves the process of recruiting, interviewing, and assessing personnel to determine who best fits a particular position within the organization. It also involves assessing a candidate’s potential to grow and contribute to the organization’s success.
• Performance Appraisal This helps to evaluate the performance of employees in order to identify strengths, weaknesses, and areas to improve. Performance appraisal helps to ensure employees are meeting the organization’s goals and that they are utilizing their talents and skills to the best of their ability.
• Job Evaluation This is the process of determining the value of a job within an organization. It involves assessing the worth of a job relative to others within the organization, based on factors such as the skills, qualifications, and experience required, and the level of responsibility and complexity involved.

FAQs

What is Harvard Model of HRM?

The Harvard Model of HRM is a strategic management approach to HR Managers that emphasizes employee development and support. It encourages links between HR practices and organizational strategic goals and focuses on employee involvement and rewards for performance.

What are the six dimensions of the Harvard Model of HRM?

The six dimensions of the Harvard Model of HRM are selection and placement, orientation and training, employee recognition and rewards, staffing, performance appraisals, and job evaluation.

What is the Harvard Policy Model?

The Harvard Policy Model is an HR model that suggests ways to align HR practices with the organization’s business strategies. Policies are developed to support and help managers implement the organization’s strategies. The model involves linking HR to the overall business strategy and making sure the two are in line with one another.
Also, See: Human Resource Planning | Human Resource Policies | HR planning | HR policies and practices