14:15 hard michigan hrm - practices such as selection, assessment, rewards, and development can take on a variety of styles depending on the company's strategy and the structure of the organization.
14:50 Randall S. Schuler, a well-known academic in the fields of global HRM, strategic HRM, the role of HRM in organizations, and the intersection of corporate strategy and HRM, developed the 5P's HRM Model in 1992. The 5P Model is founded on five fundamental principles: purpose, principles, procedures(purpose), people, and performance. When these five guiding principles are properly aligned and balanced, a company is more likely to succeed. M. G. Pryor's 5P Model, developed in 1998 by C. White, M. White, and L. Toombs, has the same components as Pryor's model. The system is prompted by strategy, which in turn affects employee behavior, which in turn triggers performance. Organizational performance is directly linked to employee performance
14:35 Harvard soft hrm Stakeholder Interests- Shareholders Management Employee groups Government Community HRM Policies- Employee influence Human resource flow Reward systems Work systems Situational Factors- Workforce characteristics Business strategy and conditions Management philosophy Labour market Unions Tasks technology Law & societal values HRM Outcomes- Commitment Competence Congruence Cost-effectiveness Long term Consequences- Individual well being Organizational effectiveness Societal well being
Good questions and excellent explanation
Thanks sir 🙏
14:15 hard michigan hrm -
practices such as selection, assessment, rewards, and development can take on a variety of styles depending on the company's strategy and the structure of the organization.
14:50 Randall S. Schuler, a well-known academic in the fields of global HRM, strategic HRM, the role of HRM in organizations, and the intersection of corporate strategy and HRM, developed the 5P's HRM Model in 1992.
The 5P Model is founded on five fundamental principles: purpose, principles, procedures(purpose), people, and performance. When these five guiding principles are properly aligned and balanced, a company is more likely to succeed.
M. G. Pryor's 5P Model, developed in 1998 by C. White, M. White, and L. Toombs, has the same components as Pryor's model. The system is prompted by strategy, which in turn affects employee behavior, which in turn triggers performance.
Organizational performance is directly linked to employee performance
Very nice 👍
14:35
Harvard soft hrm
Stakeholder Interests-
Shareholders
Management
Employee groups
Government
Community
HRM Policies-
Employee influence
Human resource flow
Reward systems
Work systems
Situational Factors-
Workforce characteristics
Business strategy and conditions
Management philosophy
Labour market
Unions
Tasks technology
Law & societal values
HRM Outcomes-
Commitment
Competence
Congruence
Cost-effectiveness
Long term Consequences-
Individual well being Organizational effectiveness
Societal well being
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