Classic SHRM models 2.ppt - The Classical SHRM models 2 The...

The Classical SHRM
The Classical SHRM
models 2
models 2

The Michigan School HR Cycle
The Michigan School HR Cycle
Model
Model

Resource Based View
Resource Based View
1

2
Michigan School model
Michigan School model
[Tichy, Fombrun and
[Tichy, Fombrun and
Devanna,
Devanna,
Strategic HRM 1984
Strategic HRM 1984

The model identifies four central generic
The model identifies four central generic
processes in a HR system.
processes in a HR system.
 Selection, appraisal, reward and
Selection, appraisal, reward and
development.
development.
 This formulation removes industrial
This formulation removes industrial
relations as a key strategic issue.
relations as a key strategic issue.

3
The Human Resource Cycle
The Human Resource Cycle
Rewards
Development
Appraisal Selection
Performance

4
Michigan Model of HRM
Michigan Model of HRM

[Tichy, Fombrun and Devanna, 1984]
[Tichy, Fombrun and Devanna, 1984]

Focus on the ‘resource’ aspect of HRM
Focus on the ‘resource’ aspect of HRM

“
“
Hard HRM” model
Hard HRM” model
 It argues that people need to be managed like
It argues that people need to be managed like
any other resource.
any other resource.

Implication : people have to be obtained
Implication : people have to be obtained
cheaply, used efficiently and utilised as fully
cheaply, used efficiently and utilised as fully
as possible.
as possible.

5
HR Cycle Model
HR Cycle Model
 Selection
Selection

Appraisal
Appraisal

Development
Development
 Rewards
Rewards
 These four HR activities aim to increase
These four HR activities aim to increase
organisational performance.
organisational performance.

6

People need to be managed in a way that
People need to be managed in a way that
is consistent with organisational
is consistent with organisational
requirements.
requirements.
 A tight fit required between HR and
A tight fit required between HR and
business strategies for organizational
business strategies for organizational
effectiveness
effectiveness

HR strategies are all about making
HR strategies are all about making
business strategies work
business strategies work
 the HR focus is on strategy
the HR focus is on strategy
implementation
implementation