Strategic Human Resource Management

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management
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1STRATEGIC HUMAN RESOURCE MANAGEMENT
1. The ‘Harvard Model’ of strategic human resource management emphasises the need
for HRM professionals to make ‘strategic choices’ about HR functions. Analyse the
strategic choices and consequences associated with talent attraction, rewards systems
and employee turnover.
Introduction
The traditional forms of the HRM models mostly focuses on the consistency and
interrelated activities conceptualized within the Human Resource Management models. The
aspects of HRM that the traditional forms used to focus on to were the primary components
like Selection, Appraisal, Development and Rewards.
Discussion
Harvard Model of the Strategic HRM procedures emphasises the fact that strategic
choices should be the key aspect of emphasis for the HRM professionals regarding the HR
functioning (Lei 2015). It mostly focuses on six basic components, namely, Situation Factors,
Interest of the Stakeholders, HRM policy choices, Outcomes of the HR, Long-term
Consequences, and the feedback loop by which the output of the entire model is shared with
the stakeholders.
Link between theory and practise
This strategy emphasizes the implementation of a set pattern that would be utilized for
taking decisions in the particular HRM departments (Bailey et al. 2018). The strategic
choices and consequences following the aspects of Strategic HRM practises would be
described as follows:
 Talent Attraction: Previously, the talent acquisition system focused on the
recruiting of candidates, but in the Strategic HRM procedures, the focus was

2STRATEGIC HUMAN RESOURCE MANAGEMENT
given more to attracting the candidates to join the organization along with
implying strategies to make sure that the employers stand out.
 Rewards Systems: The long term approach of reward policies according to
the fulfilment of the business objectives makes an employee be motivated
during their tenure at the organization.
 Employee Turnover: For this the HR management department needs to
employ the right candidates, have proper rewards and recognition procedures,
offer flexibilities to the employees and pay attention to the employee
engagement procedures.
For example, the FedEx corporation has implemented the Harvard Model of strategic
implementations in their HR processes that has made the organization develop a philosophy
that has made the organization stands strong in Human Resource and provides the best
services possible.
Conclusions and Recommendations
In conclusion, it can be said that the theoretical Harvard Model of Strategic HRM
solutions should be followed by HR professionals in the real world as well. This would make
sure that the number of employees resigning from the organizations would be comparatively
low in comparison to the number of people turning the jobs over implying the previous
theories of HRM.