5 HR Models Every Human Resource Practitioner Should Know

Human Resources Models are very essential tools that are useful for analyzing business problems and the structure of thinking.

An HR Practitioner mainly considers these models to better communicate the recommendations to their clients. There are several scientific articles trying to rise up with better and more helpful models in human resources, business, management as well as strategy.

Effective HR models can do

The employees play a crucial element in the success of any business as they drive innovation, develop a relationship with prospects and customers, and deliver better customer experience. If they are disengaged, uncertain related their role, and/or confused about the business values, it’s definitely going to impact heavily and quickly on the bottom line.

All of this means that the Talent Management Practitioner must be given a lot of importance. To be fair, most firms recognize this. Employee bonding days, wellness programs, resting and relaxation rooms are facing normal for large workplaces.

While there are many HRM models for enhancing human resources, talent management, employee training is front and center. There are a few innovative ways that the professionals, employee experience officers, and talent managers in several enterprises are applying employee training to build a better business that leads to growth.

An effective model comes up with several challenges that HR Practitioner usually encounter. For example:

• The workforce demographic changes every annum, so human resource professionals are required to map out a strategy for each age group.
• Several conversations are taken place on social media channels that mean that it’s hard for employers to keep up with the new trends.
• There’s a shortage of qualified Human Resources professionals who are quite talented in some industries, making it difficult for employers to find the right people.

Top 5 HR models that a HR Practitioner should know are

Now let’s have a look at the top and most effective HRM models that are every human resource practitioner must have knowledge of:

⋆ Porter’s Five Forces Model

Michael Porter’s Five Forces model is the well-known business strategy framework. It is typically used when analyzing industries. The Five Forces model is helpful for getting how competitive in an industry is based on five various aspects: the rivalry among already available competitors, the threat of new entrants (potential competitors), threat of substitute products (alternatives), the bargaining power of suppliers and buyers. If these are strong, competition will be taken into account more. A firm might want to think twice before beginning that certain industry. According to this model, firms with little competition offer for larger margins and are therefore more attractive to start.

⋆ Treacy and Wiersema’s Value Disciplines

Treacy and Wiersema’s Value Disciplines HRM models, create upon the essential message of Porter’s Generic plans (i.e. companies must have a better vision in what they want to be understood for and what they want to enhance in). If a firm tries to improve in multiple (often contradicting) disciplines, it is likely to finish up the somewhere in the center.

Treacy and Wiersema propose three value disciplines from which the HR Practitioner can choose to become a market leader: product leadership (the best and most reliable products), operational excellence (the most reasonable products through a cost-effective manufacturing process), and customer intimacy (advanced customer service and customer relationship management). Selecting every one of the areas has great consequences for how the firm must be operating in terms of structure, processes, and culture.

⋆ Ansoff Matrix

There are various types of growing a business. Igor Ansoff identified four strategies for development, growth and termed them as “Ansoff Matrix”. The Ansoff Matrix (also known as the Product/Market Expansion Grid) offers Human resources managers to rapidly summarize these potential growth strategies and compare them to the risk related with each one. The four growth strategies are Market Penetration (giving more of the present products to new markets), Market Development (giving the present products to new markets), Product Development (giving latest products to new markets) and Diversification (launching the latest products in new markets). The idea is that every time one moves into a latest quadrant (horizontally or vertically), risk increases.

⋆ Hartman Value Profile

The Hartman Value Profile (HVP) is a personality assessment HRM Model designed to help individuals identify and understand their own values. It was developed by Robert S. Hartman, a pioneer in the field of value science, who believed that understanding one’s values can help drive behavior, decision-making, and success. The HVP is based on the belief that individual values are the foundation of an individual’s identity and that values can be used to understand and predict behavior.

The HVP consists of a series of questions that ask the individual to rate their preferences between two values on a scale of 1 to 10. The values are divided into four categories: intellectual, aesthetic, economic, and social. The individual’s responses to the questions are then analyzed to create a “Value Profile,” which is a graphical representation of the individual’s preferences for each of the four categories.

The HVP is designed to help individuals better understand their own values and how they motivate their behavior, decision-making, and success. It can also be used by employers to better understand their employees’ values and to create an environment that is more conducive to success.

The “Golden Equation” relating to the use of the Hartman Value Profile is as follows:

(Good Skill Sets + Good Processes + Good Information) x Good Judgment
= Greater Potential of Excellence

⋆ Maslow Hierarchy of Needs

The Maslow Hierarchy of Needs is a theory of human motivation developed by psychologist Abraham Maslow in the 1940s. It is based on the premise that all humans have certain basic needs that must be satisfied in order for them to function effectively and live healthy lives. Safety requirements are related to the need for security and stability. This includes physical safety, financial security, and emotional security. These needs must be met in order for a person to feel comfortable enough to pursue other goals.

Belongingness and love needs refer to the need to feel accepted, loved, and respected by others. This includes having supportive relationships with family, friends, and peers. Esteem needs refer to the need for self-esteem and recognition. This includes feeling successful, respected, and appreciated.

End Notes

Human Resources Models help to identify areas of improvement, measure and assess the effectiveness of existing HR practices, develop strategies for implementing new HR initiatives and improve the performance of an organization’s human resources department.