MANAGEMENT SKILLS

Management Skills

Management Skills

Introduction

The features of Human Resource Management cited above can be acknowledged in the four models which are presented in several textbooks and which therefore can essentially be regarded as representative for the occupation.

What management models can you detect are applied in this company?

Michigan Model of HRM

The hard HRM, proposed by Fombrun, Tichy and Devanna (1984) is also referred to as the Michigan School Model. The thought of this HRM model was stimulated by Alfred Chandler's idea of structure following strategy. The stress of the hard HRM model is on treating employees as a means to achieving the organization's policy. Michigan model (Fombrun et al., 1984) consists of two perspectives:

Strategic and Environmental Perspective

The strategic and environmental perspective depicts the correlation between HRM and organizational strategy as well as the political, economic and cultural forces which affect them.

Why do you think that the company has chosen these models?

The human resource perspective presents a basic configuration to show what the relationship should be between selection, appraisal, rewards and training and the effect on performance that is the main reason that the company has chosen this model.

Advantages

It is a quite plain model that uses five categories of variables: selection, performance, appraisal, rewards and human resource development.

It also enlightens that an organization's structure and the human resource practices of selection, appraisal, rewards and development should be cohesive so as to accomplish the strategic goals of the organization.

Disadvantage

There is no indication to a social environment or a business strategy, nor is any awareness to the characteristics of responsibilities and functions.

It appears as if human resource management develops in a social vacuity. Although the authors call their model "the human resource management cycle" it is rather inert.

Hard HRM has been used to strengthen the prerogative of management and employee relations to legitimize the worst excesses of the enterprise culture (Legge, 1995a). The model also implies a contingency approach to HRM.

The model assumes that HRM will react to the external and internal environment aptly. The model recommends an outline for strategic HRM that believes that organizational requirements come first. Their view is that organizations exist to achieve a mission or realize objectives. While she recognizes the importance of motivating and rewarding people, it focuses mainly on the Rights of the asset management to achieve strategic objectives (Pinnington and Edwards, 2000).

What problems do you think the company may have had in adopting these methods?

The model takes into account a large number of factors both from within the company itself (e.g. management philosophy and business strategy) as well as external conditions such as (legislation and trade unions). It is also argued that HRM policies should be influenced by all stakeholders as if their needs are not met; ultimately the institution will fail in the long run. After taking in all these factors a very precise human resource policy can be formulated. The advantages of recruiting using this model are that it sees things from a human perspective, understanding the needs of individuals working for the company ...