Open AccessAdoption of Human Resources Management Policies for Practices: Harvard Model versus Religious Model
Author(s) -
O. Oginni Babalola,
Erigbe Patience,
Ojo Afolabi,
Sola Laosebikan,
Femi Ogunlusi
Publication year - 2018
Publication title -
business and management research
Language(s) - English
Resource type - Journals
eISSN - 1927-601X
pISSN - 1927-6001
DOI - 10.5430/bmr.v7n1p51
Subject(s) - honesty , human resource management , competence (human resources) , contingency , sincerity , interdependence , morality , business , management , sociology , marketing , public relations , economics , political science , law , epistemology , social science , philosophy
The paper set out to explore two different models of Human Resources Management as a policy for practice that will be adequate for adoption by any organisation. The Harvard and Religious models were the two models critically examined vis – a – vis their implications on the practice of Human Resources Management (HRM). It was revealed that Harvard model of HRM is a content model as it is contingent on specific core issues (work system, reward system, employees’ influence and flow of people) in human resources management while Religious model of HRM is a process model as it is based on identification of relationship among components units (management and employees) Harvard model of HRM as a policy is embedded in the organisation through congruence, commitment, cost effectiveness and competence and Religious model of HRM is anchored on value based ideology through morality, honesty, sincerity, fairness and integrity. The two models are practicable but Harvard model of HRM has no exception to a particular party in business organisation while Religious model of HRM is averse to development of trade union in organisation. Therefore, the adoption of the two models will make world of work conducive, however, Harvard model of HRM aligned more with the nature and belief of business. However, combination of the two models to give a contingency – hybrid model will make the workplace to be better than adopting one of the models.