本文主要的目的是了解人力资源管理，Fombrun, Tichy and Devanna model是关于人力资源管理的四大功能。他们是选择合适的候选人，评估，发展人才，最后奖励或认可。人力资源管理的这四个组成部分将有助于提高组织的效率。这个模型的问题在于，它只关注这四个有形的因素，而忽视了其他重要的人力资源功能。该模型忽略了环境因素和其他主观偶然性因素。本篇布拉德福德论文代写文章由英国论文人EducationRen教育网整理，供大家参考阅读。
Fombrun, Tichy and Devanna model is about the four functions of HRM. They are selection of appropriate candidate, appraisal, development of the talents and finally reward or recognition. These four components of the HRM are about to contribute towards the organizational effectiveness. The issue with this model is that it only focuses on these four tangible factors and tends to overlook other important HR functions. The environmental and other subjective contingency factors are overlooked in this model.
The Harvard model is about the six critical components of HRM. It consists of stakeholder interest, subjective factors of the particular situation, HRM policy choice, HR outcomes, long term vision and the feedback loop. The output is found to flow into the organization and the stakeholders.
The guest model of HRM was originally to develop by David Guest in 1997. This model is considered to be a more modern or contemporary model that would address the needs of the situation. It is about the overall HR strategy and HR practices that are implemented by the company, outcomes generated, behavioural outcomes, tangible performances, and financial consequences. These depend on the employee performance and these result in the action oriented behaviours of the employees. The behavioural outcomes are a form of intangible variables (Armstrong, 1999). These consist of employee commitment and the quality of the interest. The HR practices are based on the dynamic nature of the events of the model. There is comprehensive factoring in of all the important tenets that are associated with the project. The Warwick model is based on the five elements. They are:
External Macro environmental factors
Micro environmental forces
Subjective Business strategy
HRM context of the particular place
HRM content of the particular company (Schuler, 2000.)
The Warwick model tries to factor in all the important elements of the business. There are a number of nuanced implications that are factored in this model. The model is based on the tenets of a modern approach. The performance and rewards program of the employees and the employee relationships are based on the contingent factors and the subjective nature of the particular company. The modern-day corporations have been found to use the Universalistic approach to SHRM.