Enterprises expect to be able to build an effective human resource management model, but this is not easy when it requires many factors. So, before you come up with a construction idea, try to learn the 5 human resource management models that have been successfully applied below.
1. GROW – Human Resource Management Model
A model that helps managers give clear directions and goals for employee development. The word GROW stands for:
- Goal – The goal that the manager wants the organization to achieve.
- Reality – means that the manager will perceive the current position of the organization compared to the promising destination.
- Options/Obstacles – This is the step where leaders have to choose appropriate solutions, analyze possible difficulties in the process of reaching the destination.
- Way Forward – Leaders and employees need to have a spirit of moving towards the goal together.
This is a model that helps leaders map out a roadmap and guide employees to develop.
2. Harvard Human Resource Management Model
This model was proposed by Beer et al in 1984, employees will be affected by the following factors:
- HR flows – recruitment, selection, placement, evaluation, termination…
- Reward system: benefits, motivation..
- Work systems –
- Factors are affected from people, working mode.
This is a model that focuses on the human factor, and the relationship around the organization, as well as the leader is highly valued with the spirit of employee connection. The HR policy must ensure:
- Employee commitment
- Competition in the market
- Cost effective
- Work productivity
3. Human resource management model based on Maslow’s theory
Maslow model is too famous with 5 floors and is designed in a pyramid shape:
- The bottom of the tower represents material needs
- The 2nd floor is safety needs: safety in body, job, family, health,…
- The 3rd floor is social needs: wanting to be in a team, a warm family, close friends…
- The 4th floor is the need to be respected
- The top of the pyramid is the need for self-expression: to be creative, to be able to show your abilities and to be recognized for your achievements.
According to this model, leaders need to understand the needs of employees to make appropriate reward and salary policies based on employees’ needs, and create conditions for employees to develop themselves.
4. Human resource management according to William Ouchi model (theory Z)
This is one of the well-known human resource management models from Japan by William Ouchi, also known as Theory Z, born in the 70s. The theory is based on fact and theory focusing on employee loyalty with the organization through activities that create trust and satisfy employees in-and-out-of their working time.
This type of governance model requires:
- Management must grasp the employee’s work situation, let employees participate in decision-making and create conditions for them to raise their voice on issues, then managers decide.
- Managers must have executive skills, encourage employees’ morale, and receive the views of subordinates to stimulate their capacity.
- Employees’ working mode must be ensured so that they can maintain their working spirit and bring efficiency.
- Employee welfare must be reviewed regularly, because they will find it more comfortable, fairer to contribute in the long term.
- Provide comprehensively, clearly, and tactfully employee evaluations
For the Japanese or western culture, this model is very suitable, because it values loyalty, self-esteem or ego of employees. That is how the Japanese succeed in human resource management.
5. Horizontal management model
This model is too familiar because it is taught a lot in corporate governance at universities, and is currently being applied in many SMEs.
The employees in this model operate according to their own functions, and the specific jobs are as follows:
- Receive tasks from the leadership and execute
- Tasks are divided into the right positions and functions to deploy
- The management level must ensure that the work is in accordance with the strategy and orientation of the enterprise.
With the horizontal model, the heads of departments will be responsible for reporting to the top management, and the responsibility will be of them. This type of model will help businesses ensure their goals and activities follow the set plan.
Above are 5 famous human resource management models that many business have applied in their organizations. In general, each model is developed to serve many different purposes, and depending on the size of the business. Therefore, business should skillfully combine or choose when applying to the organization.