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Essay / Research Paper Abstract
This 5 page paper considers these two models of HRM management, their similarities and differences and the impact they may have on issues such as re-engineering and workplace learning. The bibliography cites 2 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEhrmmod.rtf
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Unformatted sample text from the term paper:
is a source as well as a supporting factor of corporate strategy. The Matching model, also known as the Michigan model is a hard approach to HRM. Here there
is an approach that indicates HRM must be linked with the development and implementation of any strategic choices made by the organisation. The model, developed by Fombrun, Tichy, Revanna (1984),
has several assumptions (quoted in Sparrow and Hiltrop, 1992). This is an attractive model as it assumers that employees and management are working towards the same goal and that there
is no conflict within organisations (Sparrow and Hiltrop, 1992). For many HRM managers this is an attractive model due to this apparent lack of conflict, and the way in which
HRM is placed in the centre, rather than at the periphery of strategic planning (Sparrow and Hiltrop, 1992). This harder edge also places less in terms of human characteristics in
the way HRM should be managed, human labour is a resource to be used and maximised just as any other. This means playing as little as possible for the labour,
using it sparingly and maximising the output (Sparrow and Hiltrop, 1992). The management of employees is seen in terms of the management of assets. However, this may create some difficulties
in processes such as re-engineering and union negotiations due to the lack of allowance of human factors. However, it is also a process where emotion may be seen as less
important and therefore more logical choices can be made. To achieve the right match between the organisation needs and the HRM processes and strategies there five main process that form
the basis of any HRM practice based on this school of thought. These are the need to ensure that the most suitable people are selelcted for the business, that the
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