Human Resource Management Model And How Does It Work And Influence Organization

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‘Human Resource Management is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities and commitment is critical to achieving sustainable competitive advantage or superior public services.’ (Bratton and Gold, 2012, p.7). Therefore, it is important to understand the concept of human resource management model and how does it work and influence organization. While many model of HRM emerged, soft and hard model are both most widely adopted (Truss, et al., 1997). Both soft and hard HRM model are emphasizing to integrate the HR policies with business strategic, but the main distinction is how organization sees individual, which is as resource in hard model or as human in soft
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Hard HRM model is influenced by Theory X, which explained that people do not like to work therefore it is necessary for organization to promote strict control, work pressure, and straight direction to individual (McGregor, 1987, p.33-34). The main objective of hard model is the organization benefit, while individual is seen as resource; as a result, organization maintains cost of individual at the most efficient level (Legge, 1995, 35).

This paper will describe how soft and hard model implementation influence organization environment and how both work in four generic function of human resource management which are selection, development, appraisal and rewards that would impact on individual performance (Fombrun, et al, 1984, 41), as illustrated in Figure 1, and each cycle will be briefly elaborated afterwards.

Figure 1. The Human Resource Cycle (Fombrun, et al. (1984, 41)

Recruitment and Selection
The objective of recruitment and Selection is to select individual who can perform with the job that defined by organization (Fombrun et al, 1984, 41). The recruitment and selection process in soft model should be comprehensive, as the intention to increase individual commitment with the organization (Legge, 1995, 44). Organization will seek candidate with both short-term and long-term capabilities, that able to provide current advantage and future job responsibility (Illes and Salaman, 1995,
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