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HR Management System Model

Acquisition, Development, Motivation

, Retention.

HRM is a system composed of interrelated and inter acting parts

to achieve desired goals.

Inputs of HRM Model

1.Human Energy and competencies
Energy represented by Physical strength.
Competencies represented by Knowlede ,Skills
,attitudes,Experiences and potential for growth.
2. organizational plan :
goal ,strategies and targets within which HRM has to function.
3.Human resource plan:
Future human resources demand and supply, HR requirements.
4.Human resource inventory:
HR currently available in the organization.
5.Job analysis:
Job requirements,qualifications and skills of various jobs.
6.Labour market:
external supply of human resources.

Processing of HRM Model

1 .Acquisition
This Ensures entry of
Right number of people at the- right Place at the Right time in
the organization.

It consists:
Recruitment :
Identify the prospective candidates.Stimulating them to
apply for the job
Selection :
Choosing right from the prospective candidate
Socialization : Orientation program. Adaptation of new
comer to the organisational culture.
Development ensures proper competencies of employees to
handle jobs.It constits the following activities:
Analysing developmental needs :
formulating HRD plan for employees to predetermine
Employee training
on the job off the job.
Management development
programmes to enhance abilities of manager to develop
their future potential.
Career development :
Tracking career paths of employees.Long term needs of
individual and the organization.
Development This ensures willingness of employees for boosting
productivity .It consists of :

Motivation :
Higher output through employee need satisfaction and
increase efforts.
Performance appraisal:
Assessment of employee effectiveness in achieving goals
through performance on the job.
Compensation management:

Design lowest cost pay structure that perceived as fair by

employees.It is based on job evaluation. Money,Fringe
benefits , incentives.
4.Maintenance ( Retention)
This ensures retention of competent employeesin the
Labour relation:
Deals with employer employee relation
employee discipline.
Grievance handling
collective bargaining
Employee welfare:
Activities to promote employees welfare. Safty, Health, social
security, recreation,canteen facilities ect.

Output of HRM Model

1.Organizational related output
Goals achievement:
Increase profits
Quality of work life (QWL):
It is the quality of relationship between employees and the
total working environment of the organization. It ia employee
perceptionof physical and mental well being at work.
The mechanism for improvements in QWL are:
Learning and developments:continuously develops.
Recgnization:Valued by others.
Autonomy:Freedom in doing the job.
Instrinsic reward:satisfaction by the work
Extrinsic reward:Increase salary,benefits,promotion and
Efficenctly results.
Readiness for change:
Organizations are affected by environmental changes.
HRM reduces resistance to change and promotes readiness
for change.

2. Employee related output

o Commitment:
High commitment is achieved through better
communicationm mutual trustm mutua; understanding
with employees and employee loya;ty ot organization.
o Competence:
High competence is achieved to assume new roles.
o Congruence:
High degree of harmony is achieved between the
goals of individual and the
o cost effectiveness:
It is related with efficiency

Feedback of HRM Model:

The organizational outcomes of HRM system are:
1. Quality of work life (QWL)
Instrinsic rewards
Extrinic reward
2. productivity
Productivity is the performance outcome of HRM.It
is the efficency relationship between input and
Capital investment
Performance reward linkage
3. Readiness to change
4. Profits:
Profit is the financial outcome of HRM.