What are the different types of human resources management models?
In most companies, several types of human resources management (HRM) have practiced. In principle, human resource management models span across different industries and could fall into one of the two types of general categories: strategic and traditional. The strategic model often refers to HRM, usually controls the operating function between companies and employees. Traditional models of human resources or soft HRM management are engaged in strategic relational function between companies and employees.
In general, Human Resources Management Models combine HRM strategy with implementation of human resources. These features include staff, training and development and motivation. Personnel features usually identify with hard, strategic human resources management models. On the other hand, training and development and motivation are associated with soft traditional HRM models.
As effective strategies, HR professionals can coordinate the activity of each function. Overall, these activities relate to goals andLU within the company. HR features usually combine strategic goals and employees to produce a successful company. For some strategic models, the aim is to help companies remain competitive and productive. The combination of traditional models can align strategic goals with employees' needs.
For example, HR can provide employees with channels to maintain a healthy balance between work and private life. Flexible work plans and paid leave are channels received by some personnel departments. Employees can enable employees to solve personal problems can increase the productivity and loyalty of employees towards the company.Hard or strategic human resources management models are the development of HR strategy. Incorporatfunction HR with strategic goals and mission of the company is part of this strategy. This usually includes recruitment and hiring employees with the right skills to fulfill thewheels.
Most companies need employees to undertake business and achieve organizational goals. After a hard strategic model, HRM hires and hires the right people with the appropriate skills. Once hired, HRM usually provides the necessary training that helps employees to acclimatize companies.
The traditional HRM model could be defined as a strategic relational function between companies and employees. Although there is still an emphasis on the targets of the company, there is a relational connection where Soft HRM considers employees to be valuable asset. The assumption is usually related to the needs of employees such as motivation, reward and feelings of recognition.
As such, part of this model focuses on the offer of opportunities for career and personal development programs to maintain employees' motifs. Another aspect focuses on the benefits of employees and provides a safe working environment. As part of this model, the development of policies, procedures and business planning also considers the impact of theCity.