Human resource management (HRM) models can be categorized as strategic or traditional. Strategic models focus on operational functions, while traditional models focus on the relational function between companies and employees. HR functions link strategic goals and employees to produce a successful company, and can leverage employee skills and competencies with desired business outcomes. HR professionals can coordinate activities between each function to align strategic goals with employee needs, such as providing channels for employees to maintain a healthy work-life balance. Rigid or strategic HR management models consist of developing an HR strategy, while traditional models focus on employee needs such as motivation, reward, and appreciation.
There are different types of Human Resource Management (HRM) models that are practiced in most companies. Basically, HR management models span several industries and could fall into one of two types of general categories: strategic and traditional. Often referred to as hard HRM, the strategic model typically manages the operational function between a company and employees. Traditional models of human resource management, or soft HRM, deal with the strategic relational function between companies and employees.
In general, HR management models link HR strategy with the implementation of HR functions. These functions include staffing, training and development, and motivation. The personnel function is generally identified with rigid and strategic human resource management models. On the other hand, training, development and motivation are linked to traditional HR management models.
As an effective strategy, HR professionals could coordinate activities between each function. Overall, these activities are related to goals and objectives within a company. Typically, HR functions link strategic goals and employees to produce a successful company.
Often, these models are used to leverage employee skills and competencies with desired business outcomes. For some strategy models, the goal is to help companies stay competitive and productive. Linking traditional models could align strategic goals with employee needs.
For example, HR can provide channels for employees to maintain a healthy work-life balance. Flexible working hours and paid time off are channels adopted by some HR departments. Allowing employees time to address personal issues could increase employee productivity and loyalty to the company.
Rigid or strategic HR management models consist of developing an HR strategy. Incorporating HR functions with the company’s strategic goals and mission is part of this strategy. Typically, this involves recruiting and hiring employees with the appropriate skills to perform the tasks.
Most companies need employees to conduct business and achieve organizational goals. Following the hard strategy model, HRM recruits and hires the right people with the right skills. Once hired, HR management usually provides the necessary training to help employees get used to the company.
The traditional model of human resource management could be defined as the strategic relational function between the company and the employees. While the focus is still on the company’s goals, there is a relational connection where sweet HR management views employees as valuable assets. Normally, the premise is related to employee needs such as motivation, reward and feelings of appreciation.
Therefore, part of this model focuses on offering career opportunities and personal development programs to motivate employees. Another aspect focuses on employee benefits and providing a safe working environment. Under this model, the development of corporate policies, procedures and planning also considers the impact on employees.
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