Human resources (HR) models help businesses structure the roles and values of their HR departments. If your business is just starting out and in need of some direction when it comes to your human resources management team, here are some different types of HR models for your company to follow.
Standard Casual Model
The standard casual model is one of the most well-known methods of human resources management (HRM). Known for its simple yet effective chain, this model starts with the overall business strategy, works through the various HR processes, and ends with improved internal and financial performance goals for the business.
HR Value Chain
The HR value chain is another one of the best-known models of human resources management. This method divides a business’s HR tasks and values into HRM activities and HRM outcomes categories. HRM activities include daily tasks such as training, hiring, and auditing. The HRM outcomes category includes the goals the business wants to achieve from these activities.
Ask your business and HR department, “What do we wish to accomplish with our hiring and training tasks?” and consider your end goal. Evaluating your values in this method can help your HRM develop and flow naturally.
There’s also an advanced version of the HR value chain method, which involves more tracking with the use of a balanced scorecard.
Harvard HRM Framework
The Harvard HRM framework involves a five-component model. These components include stakeholder interest, situational factors, HRM policies, HRM outcomes, and long-term consequences. Rather than forming a straightforward chain of events, the Harvard HRM framework focuses on how each of these components and factors influence each other, finally leading to the long-term consequences. From there, these consequences affect the next set of situational factors and stakeholder interests.
Eight-Box Model
Conceptualized by Paul Boselie, the eight-box HRM model explores how internal and external factors influence the effectiveness of an HR program or department. External contexts can have different effects on a business’s human resources strategy and practices. These external factors often change the business’s overall goals and the HR department’s goals throughout the period.
The Five Ps Model
The “five Ps” model refers to the five key factors that reside at the core of an organization. These five factors consist of the business’s purpose, principles, processes, people, and performance. As with the Harvard framework, each of these factors influences each other rather than working down a line. These five factors also influence the implementation of an HR strategy and other business decisions.
When you’re constructing your business’s HR department, hiring HR professionals that understand these different types of HR models is crucial. If you’re looking to hire only the best in the HR management field, consider learning more about our HR direct staffing process through targeted search here at The Christopher Group.