Harvard Framework for HRM





What is the Harvard Framework for HRM?


A more comprehensive approach to HR is taken by the Harvard framework for HRM, which also includes many degrees of result. Human resources management is

one of the most important responsibilities of the staff division of an association (HRM). A company is only likely to succeed in its goals if its representatives are used effectively. Organizing the most effective use of human resources can help a company achieve

its goals at the same time. Management of human resources has significant implications. It means consistently looking for more effective ways to use representatives to benefit the organization.

One of the most important HR models is the Harvard Model for HRM. It adds nuance to the models above in terms of how HR functions and is based on the work of Paauwe and Richardson (1997).


The Harvard HRM Model in Practice


Looking at the graphic below, the Harvard HRM model advises that when developing HRM policies and long-term planning, HR should take into account all stakeholders. 

It thus suggests that HRM must evaluate stakeholder interests and contextual variables while deciding on policies. These decisions lead to HR results that will have long-term effects on workers, the business, and society.

 



The model is then split into five different sections, each of which has feedback loops to demonstrate how each element of the model impacts or interacts with the others.

The Harvard HRM model's five crucial components include the following


1.     Stakeholder Interest 

The model contends that before formulating any policies, the values, suggestions, and viewpoints of several stakeholders must be taken into account. Management, employee associations, governmental agencies, the public sector, and even labor unions are among these stakeholders.

 2.     Situational Factors 

 Both internal and external elements should be taken into account when choosing a policy because they all have an impact on how people behave. The model recommends taking into consideration the following contextual factors: workforce characteristics, corporate strategy and conditions, management philosophy, labor market, unions, tasks, technology, law, and societal values.

3.     HRM Policies and Policy Choices

 The diagram below shows the way HRM policy areas interconnect



 Work systems and reward systems are both necessary for the operation of HR policies. To put it another way, HR policy affects how management will handle work, rewards, how HR operates, and how to influence people.

 Employee productivity increases when these factors are in balance

4.     HR Outcomes

One of the most interesting and possibly best-known aspects of the Harvard HRM Framework is the list of HR outcomes (the 4Cs): Commitment, Congruence, Competence and Cost-effectiveness.

 Here is an example of how the 4Cs apply: 

ü  If you find the right balance of HR policies, employees commit to organizational goals (and overall organizational development). 

ü  When employees are well-suited to management styles and collaborate effectively, you achieve congruence. 

ü  A competent organization can attract, retain and develop employee competencies.

ü  Can you maintain costs while helping employees stay motivated and satisfied with their jobs? If the answer is yes, you will have cost-effectiveness.


 5.     Long-Term Consequences

In essence, it is believed that there will be extensive, long-term effects if the Harvard HRM model is used to plan and implement HRM strategy. According to the concept, if an HRM strategy addresses the demands of the workforce, it will help the organization compete in the external market while also enhancing society and the local area.

 I've included the YouTube presentation here for your convenience. I invite everyone to view the video since it clearly describes the Harvard structure and how important it is to the company.




 References.


Keka HR. (n.d.). What is Harvard Framework ? | Meaning & Definition. [online] Available at: https://www.keka.com/glossary/harvard-framework.

Personio (2022). Harvard HRM Model: Explanation & Usage. [online] Personio. Available at: https://www.personio.com/hr-lexicon/harvard-hrm-model/.‌


Polc, L. (2023). The Harvard HR Management Model. [online] hrmhandbook.com. Available at: https://hrmhandbook.com/hro/model/harvard-model/.‌

‌Myassignmenthelp.info. (2013). HR Management Assignment help on: Harvard HRM model – My Assignment Help : Samples & Case Study Review Sample. [online] Available at: https://myassignmenthelp.info/assignments/hr-management-assignment-on-harvard-hrm-model/.

‌www.youtube.com. (n.d.). The Harvard Framework of HRM: Gaining employee commitment and co-operation. [online] Available at: https://www.youtube.com/watch?v=nv5UBnrEkXk&ab_channel=UniversityofEssex [Accessed 7 Apr. 2023].


‌Lasitha Jayashantha Sandaruwan.






Comments

  1. The Human Resource InsiderApril 7, 2023 at 4:33 AM

    Good article, Lasitha. My question to you is, how does the Harvard HRM framework differ from other HRM frameworks, and what are the benefits of using this to manage human resources?

    ReplyDelete
    Replies
    1. Lasitha JayashanthaApril 23, 2023 at 8:34 AM

      The Harvard HRM framework is a relatively new approach to human resource management (HRM) that was developed in the 1980s by Michael Beer, Richard E. Walton, and Bert Spector. It differs from other HRM frameworks in a number of ways.

      First, the Harvard HRM framework takes a more holistic approach to HRM. It considers not only the individual employee, but also the organization as a whole, and the environment in which the organization operates. This holistic approach allows organizations to develop HRM strategies that are more likely to be successful in the long term.

      Second, the Harvard HRM framework emphasizes the importance of employee involvement. It argues that employees should be actively involved in the development and implementation of HRM policies and practices. This employee involvement can help to improve employee morale and productivity, and it can also help to create a more positive and supportive work environment.

      Third, the Harvard HRM framework is flexible and adaptable. It can be customized to meet the specific needs of different organizations. This flexibility allows organizations to develop HRM strategies that are tailored to their specific circumstances.

      The benefits of using the Harvard HRM framework include:

      Increased employee satisfaction and productivity
      Improved organizational performance
      Reduced employee turnover
      Enhanced organizational reputation
      Increased employee engagement
      Improved employee morale
      A more positive and supportive work environment
      A more flexible and adaptable HRM strategy
      Overall, the Harvard HRM framework is a comprehensive and effective approach to HRM. It can help organizations to develop HRM strategies that are more likely to be successful in the long term.

      Delete
  2. Chamara PereraApril 21, 2023 at 8:57 AM

    The way you present the example is really understandable The Harvard Framework can help you communicate more effectively with a job candidate, which can lead to a better outcome for both the party.

    ReplyDelete
  3. HRM PRINCIPLES by Rifak Liyakath AliApril 21, 2023 at 9:17 AM

    This is a new topic and a new learning for me. Thanks for the article.

    As per my quick research, Harvard model proposes that HRM must make policy choices by assessing stakeholder interests and situational factors. These choices result in HR outcomes which will have long-term consequences for employees and management.

    Please correct me if I am wrong.

    ReplyDelete
    Replies
    1. Lasitha JayashanthaApril 21, 2023 at 9:24 AM

      Hi Rifak Agreed your comment I hope you go through the article very well and you have a good understanding of the Harvard framework

      Delete
    2. HRM PRINCIPLES by Rifak Liyakath AliApril 21, 2023 at 9:28 AM

      When researching further, I found that Harvard Framework is a valuable tool for HR professionals because it provides a structured approach to aligning HRM policies with an organization's overall strategy. By considering situational factors, stakeholder interests, HRM policy choices, and HRM outcomes, HR professionals can make more informed decisions and achieve better results.

      The framework also emphasizes the importance of communication and understanding the other party's interests in negotiation, which can be applied to a variety of HRM situations, from improving employee relations to negotiating contracts and resolving disputes.

      The example provided is a great way to demonstrate how the Harvard Framework can be applied in practice. By separating people from the problem, focusing on interests, generating multiple options, and insisting on objective criteria, the HR professional in the example was able to negotiate a compensation package that satisfied both the company's budget constraints and the candidate's interests.

      Overall, the Harvard Framework is a valuable tool for HR professionals who want to align HRM policies with an organization's overall strategy and achieve better results through effective communication and negotiation.

      Delete
  4. Thusantha BandaraApril 21, 2023 at 9:18 AM

    The Harvard Framework is a valuable tool for HR professionals because it provides a structured approach to aligning HRM policies with an organization's overall strategy. By considering situational factors, stakeholder interests, HRM policy choices, and HRM outcomes, HR professionals can make more informed decisions and achieve better results.

    The framework also emphasizes the importance of communication and understanding the other party's interests in negotiation, which can be applied to a variety of HRM situations, from improving employee relations to negotiating contracts and resolving disputes.

    The example provided is a great way to demonstrate how the Harvard Framework can be applied in practice. By separating people from the problem, focusing on interests, generating multiple options, and insisting on objective criteria, the HR professional in the example was able to negotiate a compensation package that satisfied both the company's budget constraints and the candidate's interests.

    Overall, the Harvard Framework is a valuable tool for HR professionals who want to align HRM policies with an organization's overall strategy and achieve better results through effective communication and negotiation

    ReplyDelete
    Replies
    1. Lasitha JayashanthaApril 21, 2023 at 9:20 AM

      Yes. The Harvard Framework is a great tool for HR professionals who seek to connect HRM policies with an organization's overall strategy and achieve better results through effective communication and negotiation. The Harvard Framework is a problem-solving approach that helps HR professionals and other stakeholders to work together to identify common interests, clarify differences, and develop mutually beneficial solutions

      Delete

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