Models, Theories, and Concepts of Human Resource Management

This report explores the models, theories, and concepts of Human Resource Management (HRM) and their importance in enhancing employee engagement and performance. It focuses on the Harvard Model of HRM and the Two-Factor Theory of Herzberg, discussing how Morrison implements these models. The report also highlights key concepts of HRM and their role in managing and motivating employees. It provides valuable insights into HRM practices for achieving organizational goals.

HUMAN RESOURCE

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Models of Human Resource Management..................................................................................3
Theories of HRM.........................................................................................................................6
Concepts of HRM........................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource basically deals in managing people for achieving the better performance. It
is the strategic approach for managing the people of the company effectively which can help the
business to gain competitive advantage. This also helps in enhancing the performance of
employees so that strategic objectives can be achieved by maintaining the motivation and
satisfaction of the employees. Various functions are performed under the HRM such as employee
recruitment, performance appraisal, reward management, maintaining industrial relations etc.
Morrison is the fourth largest chain regarding the supermarkets in UK and its headquarters is in
Bradford, England (Welcome to Morrison, 2020). It deals in selling of various products like food
and drink, books, magazines, clothing etc. the report will focus on the theories, models and
concepts of HRM which helps in keeping the employees engaged and motivated which can help
in increasing the productivity and profitability.
Models of Human Resource Management
There are various models which can help in improving the practices of Human Resource
Management but the most effective and conceptual model is The Harvard Model of HRM which
considers more holistic approach to HR which leads of different levels of outcome. The Harvard
Model of HR consists of six components which are stakeholders’ interest, situational factors,
HRM policies, HR outcomes, long term consequences and a feedback loop through. The HRM
of Morrison consider all these components important in delivering the practices by implementing
certain policies which can be described as follows:
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Figure 1: Harvard model of HRM
Source: The Harvard model of HRM, 2020
The stakeholders’ interest
The HR of companies like Morrison needs to balance the interest of all the stakeholders.
The interests analyse the significance of the trade offs which can be considered between the
owners of the company and its employees. The interest groups can also consider among the
interest groups. This becomes the challenge of the HR of Morrison as the company has many
stakeholders whose interest must be managed which are owners, employees, suppliers,
competitors, customers and many more (Babalola, Patience and Afolabi, 2018). If their needs are
not satisfied, they can withdraw their contribution from the company so they need must eb met
and this becomes the major responsibility of HR of Morrison.
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Situational factors
These factors greatly influence the HR strategy’s choice of management. In this model,
the contingent factors included are the philosophies of management, workforce characteristics,
labour market, laws, technology, task, and eve the social values. It also has a great impact o the
HR strategies and their engagement in the model. For example, in Morrison the main thing
impacting the HR is the change in the demands of the people who are becoming more health
conscious. Government is taking various steps for stemming the rise in obesity which is directly
implementing the HR strategies.
HR policy choices
This considers the management as the real actor who is capable of contributing towards
the parameters of the organisation and the environment. If the decisions are taken by interacting
between choices and constraints then they can be appreciated regarding the HRM (Tiwar,
Srivastava and Kumar, 2019). The policies of Morrison such as responsible retailing, considering
ethics in all its practices, safety of food, providing healthy food, animal welfare, carbon
management, reducing deforestation and many more affects the HR management of the
company. These policies affect the organisational parameters and the environment as well.
Human Resource Outcomes
The things which are considered in the HR comprises of the employee competence,
organisational commitment, cost effectiveness and the congruence. The companies like Morrison
must ensure that the strategies or the practices for the growth of the organisation do not exploit
the talents of the employees. The main outcome of all the HR practices must eb satisfied
employees with enhanced skills and talents. The environment of the company must be
participative under which the employees can be willing to have their growth.
Long term consequences
These include the organisational effectiveness, societal well-being and the individual
welfare. There is effective interaction among all these three. When the employees of the
organisation are satisfied, the effectiveness of the organisation automatically increases and this
efficiency leads to the contribution towards the societal well-being. HRM of Morrison also
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focusses on the well-being of the society and implement the practices which leads to the welfare
of the employees as well as the society.
Feedback Loop
This suggests that the factors which affects the other factors are in turn impacted by some
other factors. For example, the factors like the situational factors, stakeholders, policies and
choices of HRM, are also impacted by the long-term consequences. For example, the
stakeholders of Morrison such as the customers, owners etc. impacts the policies of HRM are in
turn impacted by the long-term outcomes of the company. for instance, if the company is facing
the profitability, then the stakeholders will be keen to invest in such company and vice versa.
This is how the Harvard model of HRM can be implemented in Morrison.
Theories of HRM
There are various theories of HRM but the most important theories are focussed on
enhancing the employee engagement and satisfaction.
Theory of employee engagement
This theory states that the leaders of the organisation must ensure that all the employees
and staff members are fully engaged in all the tasks and practices of the organisation and are
fully switched on at their jobs (Hellevig, 2012). The employees must be fully committed as same
as the entrepreneurs who care for their business along with looking after their household. The
HRM of the Morrison must ensure that the employees and its staff members are completely
involved and interested in their work which can help in holding their attention and which also
inspired them to do their best (Shuck, Adelson and Reio Jr, 201). All the departments of the
Morrison such as the production, sales, marketing, finance, HR and all others must be motivated
and engaged in all the practices especially the decision making of the organization. This
enhances the relationship between the employer and the employee and also helps the executives
to communicate the expectations with the employees. This will lead to a thriving environment
which enhances the employee engagement and motivation (Shoaib and Kohli, 2017).
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Two factor theory of Herzberg
There are a lot of theories which are present in the market for the company’s to follow
and Morrison hotel’s another theory which the company is following is Herzberg which is going
to make the performance of the company higher which is going to be very beneficial for the
organization to have for a long run (Bombiak, 2017). The theory is going to make the
understanding of employees be present and also make sure that there is good functioning which
would be present for a long run.
 Hygiene
That is a wonderful environment which is being provided to the employees of Morrison
hotel. This is so since the employee are the backbone and demands and expectations of the
customers are increasing. There has to be good environment for the workforce so that there is
going to be higher functioning and operations which is going to be present. When the working
environment is going to be healthy the employees will also want to give in their best so that there
are going to be higher functioning. There are a lot of policies and maintenance which is going to
be required in Morrison hotel so that there would be better functioning and performance which
would be present (Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-Urbina-Criado 2018).
Personal growth of the employees is important for the company because there is a target of all
the employees and when they are not going to be fulfilled in the organization then they would
not be willing to give their best to the company as well and the retention level of the organization
is also going to be disturbed which is not a good factor for the long run.
 Motivator
There are a lot of rewards and physical motivation which is being provided to the employees
of the company so that there is going to be higher functioning. The employees have to be
provided with the right incentives and appreciation which the employees must get so that they
would be able to give in their best and have the right willingness to be able to function
effectively (Sabie and et.al., 2020). There are a lot of decisions which the employees have to take
as well and without satisfaction the company will not be able to maintain their standards and
reputation of Morrison hotel in the industry are going to be affected which is not a good factor
for the brand value. There are a lot of motivation which is required be it even negative which is
punishments so that the company will be able to have higher functioning and incentives will
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have to be provided to the right person so that there is going to be higher functioning and
reputation of the company will have to be improved (Aris and et.al., 2019).
Concepts of HRM
The management of people who are working in the organisation is very important and
they need to be monitored and controlled from time to time. Motivating these employees is going
to help the organisation be able to match the demands and expectations of the customers. There
is a certain kind of expectation which The Company is going to have from the employees and
they need to be matched by the workforce (Palšaitis, Čižiūnienė and Vaičiūtė, 2017). There are a
lot of objectives and goals which organisation is going to have in the competitive market and to
be able to achieve them the workforce needs to be well motivated and developed from time to
time which is the work of HRM. It is important for the company to maintain the retention level
of the employees in the company so that the changes can come in the company so that there is
going to be higher functioning.
Performance management and change management are very important for the company
to have so that there has to be good activities which have to be present. Objectives and targets of
the company have to be improved and achieved on time so that there is going to be better
functioning and talent management has to be present in the company so that there is going to be
higher brand value of Morrison in the market. There is a lot of competitive growth which is
present in the industry and this factor needs to be monitored so that there would be higher
functioning and growth of the company. Morrison hotel has expanded them globally which is a
great factor for the company since they would be able to have higher profit margins and make
themselves have better functioning and performance in the market which is a very essential
factor. There has to be good development which is required and maintenance of the performance
of the workforce which is why the company has hired good HRM practices which is going to
make the performance level of the organization higher (L'Écuyer and et.al., 2019). There are a lot
of benefits which are going to be present in the company so that there is going to be higher
reputation and portfolio of the hotel is going to be higher in the market so that there would be
higher functioning.
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CONCLUSION
From the above report it can be concluded that there is a need for the businesses to make
sure that they are having the right methods and strategies in the market so that they can operate
effectively in the market. The management has to get in the right HRM in the company so that
they can have a satisfying and higher performance in the market which is a very important factor.
The companies which are existing in the market have a lot of activities which have to be
improved so that the organization will be able to get a competitive advantage in the market. The
employees are the backbone of the organization therefore it is very important for the company to
get in the right knowledge and performance in the market is going to be higher matching the
demands and needs of the customers which is a very essential factor.
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REFERENCES
Books and Journals
Aris, A.A and et.al., 2019. Effects of government policy, quality of human resources and
professional institutions on workforce competitiveness using welding technology as
mediating variable. Journal of Science and Technology Policy Management.
Babalola, O., Patience, E. and Afolabi, O., 2018. Adoption of Human Resources Management
Policies for Practices: Harvard Model versus Religious Model. Business and
Management Research. 7(1). pp.51-60.
Bombiak, E., 2017. Human resources risk as an aspect of human resources management in
turbulent environments. Tritonic Publishing House.
L'Écuyer, F and et.al., 2019. Strategic alignment of IT and human resources management in
manufacturing SMEs. Employee Relations: The International Journal.
Palšaitis, R., Čižiūnienė, K. and Vaičiūtė, K., 2017. Improvement of warehouse operations
management by considering competencies of human resources. Procedia
Engineering. 187. pp.604-613.
Rodríguez-Sánchez, J.L., Mora-Valentín, E.M. and Ortiz-de-Urbina-Criado, M., 2018.
Successful human resources management factors in international mergers and
acquisitions. Administrative Sciences. 8(3). p.45.
Sabie, O.M and et.al., 2020. The relationship between emotional intelligence and human
resources employee performance: a case study for Romanian companies. Management
Research and Practice. 12(3). pp.45-59.
Shoaib, F. and Kohli, N., 2017. Employee engagement and goal setting theory. Indian Journal of
Health & Wellbeing. 8(8).
Shuck, B., Adelson, J.L. and Reio Jr, T.G., 2017. The employee engagement scale: Initial
evidence for construct validity and implications for theory and practice. Human
Resource Management. 56(6). pp.953-977.
Tiwari, V., Srivastava, S. and Kumar, D., 2019. Adoption of HRM Practices: A Practical Model-
Case Study of a hotel. IOSR Journal of Business and Management (IOSR-JBM). 21(4).
pp.59-63.
Online
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Hellevig, J., 2012. The theory of employee engagement. [ONLINE] Available through :<
https://www.awaragroup.com/blog/the-theory-of-employee-engagement/>
The Harvard model of HRM, 2020. [ONLINE] Available through :<
http://www.simplinotes.com/hrm-models/>
Welcome to Morrison, 2020. [ONLINE] Available through :<
https://groceries.morrisons.com/webshop/startWebshop.do>
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