MODELS OF HRM Essay Example | Topics and Well Written Essays - 2500 words

MODELS OF HRM - Essay ExampleMike Noon (1992) believes that much confusion arises because HRM is of an ambiguous pedigree which can be traced butt to organisational development and human capital theory. HRM appears to be an enigma, of which John Storey (1992) states is A basic concern function or activity permeating all levels of management in any organisation. Personnel administration is organising and treating individuals at work so that they will get the greatest possible realisation of their intrinsic abilities, thus attaining supreme efficiency for themselves and their group, and thereby giving the enterprise of which they are a part its determining competitive advantage and its optimum results. (Pigors and Myers 1969) (cited by Legg1989)2. A term that identifies a peeled and distinct approach to the management of people in the work environment. sensation which, although may incorporate the established personnel activities, is truly much much wide in its scope, and thus ca n be clearly distinguished as being such, is HRM a new phenomenonThe models of HRM all lead us linchpin to this underlying question, what is HRM, how can we define it, is it something new or simply the old re-branded, old wine in a new bottle (Torrington, 1989 Poole, 1990 Storey, 1995).Examination and outline of the various theories... The models of HRM all lead us back to this underlying question, what is HRM, how can we define it, is it something new or simply the old re-branded, old wine in a new bottle (Torrington, 1989 Poole, 1990 Storey, 1995). Examination and analysis of the various theories and models allows us to consider whether there is one true model in existence or a combination, or, fragments of various models / ideologies. Also, we must consider how relevant in reality are the various theoretical academic frameworks, do they in fact gleam reality, or does each industry sector or business need to simply adapt their own type of model, appropriate to the nature of the ir enterpriseOne of the first models of HRM developed was in 1984 by Fombrum, Tichy and Devanna with their matching model. The model was used to depict their proposed framework of HRM which identifies its position in relation to organisational strategy and demonstrates how HRM activities can be designed to support the strategy of an organisation. The model is manipulated to achieve strategy objectives and goals such as overall increased company performance. If HRM is to be viewed as a new management approach, then distinction from personnel management is required. Distinction may be by integration. This is proposed by Devanna et al (1984) with their modelThey suggest that Human option Managers perform four generic functions of selection, appraisal, reward and development. Performance is the dependent variable it is influenced by a cycle of human resource interventions which represents, sequential managerial tasks. (Storey 1992, 24)This type of integration in the form of