5 Most Used HRM Concepts and Models

HRM Concepts and Models

Human resource management is an important branch of business. The management of employees in a workplace comes under HR. The department makes effective policies for its employees. The policies and rules aim to increase the efficiency of employees. It helps maintain a positive environment at work. HRM hires, manages and organizes the employees. Also, the HR concepts help managers achieve the target with satisfaction. The HR area of management is not a working driver. It focuses on the employees’ well being and motivation. The HR directly aligns employees and all the activities with the organization’s success. The concepts used in HR help managers make the employee’s management process easy. If employees are not goal drivers, the company has to face issues. When employees are happy at a workplace, their performance will also increase. HR section plans all the rewards, selection and policies of a company. Experts of a best essay writing service UK have discussed the five most used concepts of HRM;

The 5p’s Model:

The 5ps model focuses on the internal aspects of a company. It has all the views a company which it must follow to stand in the market. The 5 components include philosophy, policy, program, practice, and performance. These are all the components showing the value of a business. The philosophy aspect highlights the aim of a company. The ethical values of a business are defined in the component. The second component is policymaking. The policies provide rules for the employees of the office. The guide helps give a brief on workplace morals. The program introduces counselling to the issues encountered in the workplace. The component performance measures efficiency. The overall model helps maintain the internal environment of the company made safe for employees. If the employees follow rules and policies, a positive work environment can be achieved. Also, the environment affects the performance of the employees.  This model helps businesses analyze all the aspects involved. So that a workplace can run smoothly. The model covers all internal resources that can affect the environment of a workplace as well.

Recruitment Process Outsourcing:

This is the most used model of Human resource management nowadays. Businesses are giving the hiring decision to external sources. This helps search for best suitable employee regarding a role. The external source hires employees according to company demand. The process through which RPOs are hired is also defined. The careful selection process ensures that hiring is clear and unbiased. The human resource department consults from different external companies. This relieves the company from the worry of hiring. RPO hiring is highly effective for companies. Outsource companies provide the best suitable employees for the business. By giving hiring responsibility to other sources, the process is also relaxed. RPO is helpful in providing an efficient resource to the company. It saves the time and resources of that company. The HR department can work on other aspects of employees when RPO is take care of hiring.

360-Degree Appraisal Feedback:

This is the most used appraisal method in HRM. This is a fair process of monitoring the performance of an employee. 360-degree feedback is a review of other employees and customers about the person. The other colleagues and senior employees also give feedback regarding that aspect. The one whose performance is evaluated does not know. The feedback is anonymous. Even external people can give feedback for that person. Anyone who has worked with the person whose performance is being evaluated can give a review. This feedback helps the employee acknowledge his weakness and as well as strengths. Also, the appraisal feedback helps employees improve his/her overall performance. There are many other performance monitoring tools in HRM. But this is the most effective one. It is important for the employees to give unbiased feedback to their colleagues. If the feedback is not fair, it will give inaccurate appraisal results.

Employee Turnover:

This is the concept that the employees who leave or join. The rapid leaving and hiring give a high turnover rate. The concept awares the company by giving details of employees leaving. A high turnover rate is bad. It gives rise to questions for the HR department. The human resource department focuses on reducing employee turnover. HR puts focus on employee satisfaction to avoid high turnover. When employees are satisfied with the company, the turnover rate is low. A low turnover rate shows that the employees are motivated.

The HR department of businesses strongly follows the employee turnover concept. They believe a business can run with success when turnover is low. Businesses adopt many strategies to reduce their rate of turnover. The tips include employee loyalty and engagement with the job. If a company does not work on job satisfaction, the employees who perform well will leave as well. It is important for the HR of a company to retain its employees. The company which makes the employees its first priority is always successful. Companies in HR reports are most concerned with the turnover rate. The report shows in detail about the employees leaving.

HR Analytics:

This is the advanced concept of HR. It helps businesses balance the vision of a company with the HR activities. Its focus is on all the activities that can help businesses grow in the market. The companies use different software in HR analytics. The software helps you get the goals straight. Also, it helps enhance the employee hiring process. HR analytics allow a manager to make the selection process more efficient. By applying effective tips, the analytics work on employee motivation. When the employees are satisfied with the company, they are motivated to achieve the true aim of their work. So having well structured HR analytics system is good for a company. It plays an important role in the success of a business. HR analytics only work to ensure whether the aims of a business are achieved or not. If not, then it identifies where HR is lacking. They come up with a new process of selection, hiring, etc. So that goals of the company are clear.