Question

The different interpretations which were given for Human Resource Management produced two Schools of Thoughts – the Soft and the Hard Versions. They are considered as two main models of HRM. The soft version focuses on human’s side and the hard part on the job.
One of the first explicit statements of the Human Resource Management concept was framed by the Michigan School of Thought under the leadership of Fombrun et al in 1984. The model was also known as the “Matching model”.
This model also shows that there is a tight fit between the organization strategy, the organization structure and the Human Resource Management system. Fombrum et al have argued that in this model the practices of HRM is made up of the human resource cycle comprising of 4 generic processes that need to be performed in mostly all organisations.
They are: (1) Selection,
(2) Appraisal,
(3) Rewards,
(4) Development.
Considering these four processes, describe clearly with examples how they are implemented and managed in organisations to justify that they are making full-use of HRM activities for their success and competitiveness.
Substantiate your descriptions with examples.

Answer 1

It is effectively true that the gour generic processes mentioned here which are Selection, Appraisal, Rewards and the Development are the key areas of the Human Resouce Management. Considering an example, all these processed are briefly defined underneath:

1. Selection: Let's consider an example in which a pool of data is being presented in front of the organisation in which only a few applicants would be selected tor further managerial training purpose and incentives for their future growth. This is done because providing everyone this training woule be costly and thus, only a few employees are selected on the basis for the presented qualification and the the skills they have. Out of 50 applicants, only 10 are selected on the basis of their excellent skills and learning aptitude they possess for their further development. Selection is the prior of all HRM functions and processes carried forward. They help us to quanitify the number into a range where the further processes carried down become easier.  

2. Appraisal: The next process would be the basis of the grooming and the assessment we provide to those 10 employees. They would perform the managerial tasks and thus to make them perform in a great manner, training and directions would be provided to effectively guide them and assess them accordingly. Appraisals and appreciations would be provided to make them learn and understand more in a knowlede based format.

3. Rewards: Out of those 10 employees, some would have worked out of the expectations. Thus, a reward based system is designed for those employees to make them feel appreciated in such a manner where external as well as internal motivational factors would play a key role on determining their future actions. By achieving a standardised and qualitative work result, rewards like monetary incentives and non monetary incentives are provided to boost their morale, build confidence and also to encourage other employees to perform in that manner.

4. Development: At last, the overall development of those employees out of 10 employees is considered where the future goals would be anticipated. The development in the overall personality of the individual, his career path, career orientation, the successive planning and the skill enhacement techniques to achieve wisdom is provided to make the employee an overal developed individual which would further become an essential resource for the organisation itself, thus making the HRM cycle complete.