Strategic HRM Reflection: Harvard Model and Technology

This report provides a reflection on the Harvard Model of Human Resource Management (HRM), focusing on how technological advancements such as Artificial Intelligence (AI) and robotics impact HRM practices. The assignment begins with an introduction to the Harvard Model, which emphasizes the importance of employees as key resources and highlights the model's interconnected components. The report then concentrates on the 'Situational Factor' component, explaining its significance in the context of workforce characteristics, management philosophy, and business strategies. The reflection discusses how technological changes, including AI and robotics, can enhance situational factors by enabling more effective training, centralized databases, and improved reward systems. The report concludes that integrating technology can help organizations achieve their goals, improve employee engagement, and reduce production costs. The report is based on Drake Australia, a company that provides recruitment and other human resource services within the country.

STUDENT DETAILS
HUMAN RESOURCE
MANAGEMENT

HRM 1
Table of Contents
Introduction................................................................................................................................2
The Harvard Model of HRM......................................................................................................3
Situational Factor - The Harvard Model of HRM......................................................................5
Situational Factors..................................................................................................................5
Conclusion..................................................................................................................................7
References..................................................................................................................................8

HRM 2
Introduction
In this assignment, there will be a discussion about the innovation and technology changes in
the human resource process of an organization (Gupta, et. al., 2019). The selected company is
"Drake Australia". The company provided recruitment and other human resource services
within the country. This assignment will concentrate on “The Harvard model of HRM”.
There are five crucial components of this model and situational factor is selected. This model
will be explained with their effect on technological changes like Artificial Intelligence (AI),
robotics, etc.

HRM 3
The Harvard Model of HRM
The HRM model of HRM appeared when organizations began to value their representatives
as their fundamental resources for developing their business. The model was created by
Boxall and Beer in 1992. The fundamental target behind the improvement of this model was
to solve problems that are associated with the historical management practices. Due to
globalization and emerging change in technology like the introduction of Artificial
Intelligence (AI), robotics, etc. in HRM practices has forced organization to implement
Harvard theoretical model of HRM on a practical basis. This model is interlinked with
several components like situational factors, HR choices, HR outcomes, the interest of the
stakeholders and long-term approach (Gupta, et. al., 2019). Stakeholder considers senior
management authorities, employees of the company, government, community and unions.
Apart from this, HRM policy choices include a reward system, work system, human resource
flow, etc.

HRM 4
(Eweda, 2016)

HRM 5
Situational Factor - The Harvard Model of HRM:
Situational Factors:
The situational factor is specifically selected from this model because according to the
Harvard model, situational factor includes workforce characteristics, management
philosophy, business strategies, etc. All these components are influenced by various
environmental components. In particular, the external factor includes the degree of education,
the attitude of working people, the numerous laws and legitimately policies, the monetary
conditions, and the supply and demand of managers outside the company. Technological
changes will help the situational factor for implements new tactics that will incorporate them
to accomplish the purpose of the company. More effective training can be conducted through
advance technology (Martin, 2012).
Technological changes like AI will help the various situational factors of the company to
conduct more effective operations. AI and robotics will help the stakeholders (including
internal and external authority) in getting the centralized database about the important aspects
of the company (Mariani, Curcuruto & Zavalloni, 2016).
Apart from this, AI and robotics can also build situational factors by developing effective
rewarding and incentive system in the company. It can provide centralized database to the
company with effective maintenance (Gupta, et. al., 2019). It is important to consider about
the commitment, competence, decreasing cost of production, etc. New technological and
innovation changes will help the company to decrease the cost of production in various ways.
For example, robots can effectively handle the normal day work which will help them to the
company in eliminating excessive employs.

HRM 6
This also describes the organizational effectiveness, social wellbeing, etc. It has been noted
that technological changes always uplift and increase the efficiency and productivity of an
organization. AI and robotics can free up human work, it can also give a reliable and error-
free performance to the company (Mariani, Curcuruto & Zavalloni, 2016).

HRM 7
Conclusion
It has been concluded that the Harvard model of HRM consists of 5 components.
Technological introduction like AI and robotics will help these models to uplift and produce
more productive results. However, technological innovations can change to accomplish
organizational goals, task, employee engagement, etc.

HRM 8
References
Eweda, G. (2016) Critically analyze the Harvard model of HR. What implications does it
have for the HR manager? [Online] Available at:
https://specialties.bayt.com/en/specialties/q/300061/critically-analyse-the-harvard-model-of-
hr-what-implications-does-it-have-for-the-hr-manager/ [Accessed on: 05th September, 2019].
Gupta, M., Pandey, J., Gaur, J. and Vohra, N. (2019) Preface to Research on Role of
Technology in Workforce Management. Australasian Journal of Information Systems, 23(1),
pp.89-98.
Mariani, M.G., Curcuruto, M.M. and Zavalloni, M. (2016) Online recruitment: The role of
trust in technology. Psicologia sociale, 11(2), pp.109-209.
Martin, P. (2012) Unit 1- Harvard Model. [Online] Available at:
http://paulooliveiramartins1967.blogspot.com/2012/11/unit-1-harvard-model.html [Accessed
on: 05th September, 2019].