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22 views4 pages

Mahad PDF

Uploaded by

hafi67022
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Harvard Model of Human Resource Management

At volka

The Harvard HRM model suggests it is HR’s responsibility to consider all


stakeholders when preparing HRM policies and planning for a long-term
future. is considered one of the most influential ‘Soft HRM’ approaches due to
its focus on people rather than . Harvard HRM model suggests it is HR’s
responsibility to consider all stakeholders when preparing HRM and planning
for a long-term future.

1. Stakeholder Interest
The model proposes that multiple stakeholders’ values, input and perspectives must be
considered before creating any policies. These stakeholders include management, employee
groups, government, the community and even unions.
“volka food company” form their policies by keeping in mind Harvard HRM model as a
standard. They considered the interests of all stakeholders in HRM decisions, not just
shareholders. For example, when implementing a new performance estimating system,
there HR managers would consider the feedback and needs of employees, managers,
and even customers, not just focusing solely on what benefits the organization
financially.

2. Situational Factors

Before making policy choices, Volka foods considered both internal and external factors
as they all influence how humans operate. The model suggests them looking at the
following situational factors: workforce characteristics, business strategy and conditions,
management philosophy, labor market, unions, tasks, technology, law and societal
values. Volka enjoy numerous benefits as compared to others by adopting this model .
3. HRM Policies and Policy Choices

HR policies require both work systems and reward systems to function. In other words:
HR policy determines the approach management will take to work, rewards, how HR
functions and how employees are influenced.

Employees work effectively when these elements find balance.


 Rewards system:, Reward systems should encourage at Volka foods because it
contribute to the organization's long-term success. They offers performance-
based bonuses, career development opportunities, and a positive work
environment to motivate employees.
 Work system: at Volka refers to the broader organizational context within which
HR practices operate. It emphasizes that HR practices should be integrated with
other organizational systems to achieve overall strategic goals

4. HR Outcomes
One of the most interesting and possibly best-known aspects of the Harvard HRM Framework
used by Volka is the list of HR outcomes (the 4Cs): Commitment, Congruence, Competence and
Cost-effectiveness.
 Commitment
 Congruence
 Competence
 Cost-effectiveness

5. Long-Term Consequences
Volka foods use the Harvard HRM model to prepare and execute HRM strategy, the belief is that
there will be far-reaching, long-term consequences. The model argues that if an HRM strategy
meets employees’ needs, this will help the organization compete with the external market while
benefiting society and the community.

6.Harvard HRM Model Weaknesses


The Harvard HRM model’s strength can be overwhelming and hard to translate into reality. The
authors focused on how to create an ideal model – not how to execute it. This is its biggest
weakness.

Conclusion:
The Harvard Model of HRM provides a useful framework for understanding How VOLKA
integrates HRM practices with organizational strategy and values to achieveSuperior
performance. By focusing on situational factors, stakeholder interests, HRM policy Choices, and
HR outcomes, VOLKA has established itself as a global leader in HRMInnovation and
excellence.

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