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Compare and contrast two models of HRM

Paper type: Essay
Pages: 4 (791 words)
Categories: Compare And Contrast
Downloads: 45
Views: 23

In contrast I will be using the Harvard Framework for HRM and the Burke-Litwin model. I will begin with a brief introduction of both models followed by the contrast between the models and in conclusion will be discussing how either of the models will best prepare an organisation for change. THE HARVARD FRAMEWORK FOR HRM (BEER ET AL): Source: Google images The Harvard model takes in to account all major stakeholders within a particular environment such as HRM and establishes how these would need to be recognised and taken in to account when setting up policies and procedures.

The model highlights how the different segments of the environment will effect the HRM operations. For example government legislations would have to be taken in to account and would define legally required procedures, which would become the HR policies such as the HR flow type and work systems, which would then affect issues such as competence as staff may need training and development to meet the policy needs.

This would then have a long term effect on the performance, well- being and development of the individuals and the company which would in turn affect other stakeholders and situational factors. The litwin model (fig1. 2) highlights clearly the links between the operational environment of change. The model shows how certain characteristics of the environment that affect other elements. Litwin advise that there are certain consistent links amongst the environment. The model consists of two main sections consisting of transformational and transactional characteristics in change.

According to the model theory: the transformational change happens in response to the external environment which then directly affects the mission, strategy, leadership and culture within the organisation which then links on to affecting the structure, systems, and management practices. For example a leadership management style such as an autocratic style would define the transactional characteristics of the management practices i. e. an autocratic style would be reflected in the strict procedures and policies that would be in place.

Once a majority of the transformational and transactional factors are linked they will, according to the model, affect the level of motivation which in turn affects the level performance output and quality. The main advantages for the HRM model are that it incorporates recognition of stakeholder interest and that it explores the context of HRM to include employee influence, the organisation of work and management style. The Litwin model recognizes many of the same characteristics as the HRM model for example both recognize how external factors such as stakeholder interests can affect HRM procedures.

Both the models can also be applied to similar circumstances for example they can be used for analysing understanding and analysing organizational change, managing and predicting organizational change in relation to HRM practices and procedures. The litwin model integrates more change factors than the Harvard model for example individual skills are taken into account whereas the Harvard model is more general with stakeholder interests. Both models allow an option of varied starting points as there are different factors that will mutually affect HRM operations.

The hierarchy and links between the elements are more visible in the Litwin model which allows for more in depth analysis. The limitations of the Litwin model are the fact that it can be seen as a complicated model highlighting the internal influences more so than the external. MANAGING CHANGE Either one of the models described previously can be used to help manage change within an organisation. i feel the most appropriate model from the two to manage change effectively would be the Litwin model.

This is because it takes in to account more key internal factors that will affect a change more so than the factors mentioned in the Harvard model. For example in the Harvard model there are only four HR outcomes which therefore restrict change, where as with the Litwin model there are no specific outcomes which allow the model be constantly managing different changes in the same environment. Relocation in relation to the BBC has shown a great deal of change throughout the different characteristics that have been identified by the Litwin model.

The transformational elements such as mission and strategy, leadership and organizational culture have been highlighted in the case study for major change. The whole out look of the BBC has changed in the process of the move for example cultural changes due to the international expansion such as the launch of Arabic TV. One of the key strategy changes mentioned is the fact that the BBC now wants to “do more with less” as well as keeping up with customer expectations. This is a key area that will bring in a lot of changes such as the job cuts, change in culture and the working environment.

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Compare and contrast two models of HRM. (2020, Jun 01). Retrieved from https://studymoose.com/compare-and-contrast-two-models-of-hrm-new-essay

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