In the context of the market increasingly competitive, problem management and human resources development to become a top priority of the business. The leader not only the strategy but also need to choose the models hr management modern to harness the maximum potential team. Applying the right model not only helps to optimize work performance but also enhance the cohesion, improved experience staff and retain talent effectively.
1. Concept models hr manager, what is?
Is the operation of a business or organization to attract, build, use, evaluate, and preserve your workforce aligned with the work of enterprises and organizations in both quantity and quality. Also, depending on the scale and the particular business that the organization unit, can choose the model management personnel fit.
2. 10 Models of personnel management effective 2025
Go through the 10 models hr practical today. These models allow us to explain human resources what is the role of human resources in business and how they increase value to the business and vice versa, the way that a business impact on human resources.
1. Model Maslow
Can say Maslow is most important paradigm in the management of personnel. Tower Maslow is divided into 5 tiers according to human needs, including:
- Biological needs: basic needs such as Food, accommodation, travel, entertainment, rest,...etc.
- Safety needs: habitat activities and safety
- Social needs: can up to certain community, or get trust from your friends, family, and society.
- Needs to be respected: the desire to everyone around love, respect and trust.
- Needs to express themselves: creation, expressing ability, personality, to be seen and recognized.
To the application is this model requires leaders or managers need to recognize and classify the needs of workers. From that motivate employees express themselves, to work more through salary and bonus, benefits and fairness. As well as creating opportunities for employees to grow themselves, assert your own power.
2. Models hr management modern GROW
Patterns GROW – simple Progress in coaching and mentoring. Patterns are applied in many activities, coaching staff, an abbreviation of the following words:
- Goal: The goal
- Reality: reality
- Options (or Obstacles): options (or obstacles).
- Will(or Way Forward): ready (or the Road).
Models hr manager, this modern be understood as the leader plan goal (Goal). Based on this target the team members to locate the current situation (Reality). Then choose the solution as well as floor filter the obstacles they encounter on the road (Options/Obtacles). Finally is ready determination made (Way Forward), the target plan.
3. Model 5Ps of Schuler
Model 5Ps be creative by Schuler, 1992. This model focuses on the intrinsic relationship between goals, strategy, business, and 5 hr activities as follows:
- Philosophy: the philosophy resource management
- Policies: policies, human resource management
- Programs: the program
- Practices: activities, practices
- Process: process human resources management
For this model, it strategy, personnel starting from determining the strategic needs of the business. Human resource management of the enterprise: from the policies, procedures... to the program for workers
4. Models hr management modern Harvard
Model Harvard was proposed in 1984 by Beer and associates, according to which workers will be affected by the 4 main elements as follows :
- Working mode
- The flow of manpower
- The system of reward/ punishment
- The system work
Model Harvard take human-centered primary focus on the relationship between people with each other.
Models hr this consists of six components:
- Stakeholders: The model began, to the left, with the interest of the stakeholders. Stakeholders include shareholders, management team, employees, government, etc., These benefits determine the policy, personnel administration
- Elements obstacg: Then there are the factors that affect these benefits. Situational factors include characteristics such as: force, labor unions and all the other elements are also listed in model 8 box.
- Policy hr management: Situational factors and benefits of the stakeholders to influence policy human resource management. They include activities, hr core, such as recruitment, training and reward system.
- Results human resource management: When done well, the policies of human resource management leads to positive results. These include maintaining mentioned earlier, cost effective, commitment and capacity.
- Business results: The positive results, this leads to long-term consequences. These can be individuals, organizations, and society.
- Frame Harvard is a model personnel may approach more comprehensive support, including the levels of different results.
5. Model management in Japanese style of William Ouchi (Theory Z)
This is a model of personnel management, a modern divided according to the level. In which:
- Superiors will grasp the situation subordinates: staff will participate in policy decisions, reflection, and offer suggestions of his own, and then issue a new decision.
- The management level base:have enough power handling, operating, coordinating the point of view of employees, as well as encourage employees to exert the best of their ability.
- Mid-level managers: unify the ideological point of view, modify and finalize the opinion of the premises, report the situation to his superiors and given his opinion
- Interested in the welfare of employeeshelp them feel comfortable, there is no distinction between on the subordinate level
- Employee evaluation comprehensive, careful and take measures to control delicately, still holding area for workers
6. Model according to the theory of X-Y of Douglas McGregor
Here is models is given in 1960 based on the synthesis of theory human resource management with business west.
According to that theory X suggests that human nature toward the negative things:
- Laziness is human nature, not like work and always avoid if possible
- Always like to be in control, if control new good work
- Always selfish, thinking about yourself first, considered himself to be the center, not ambition.
Through that When managing people according to the assumptions of theory X, managers should strictly based on punishment and reward for employees accordingly.
Also with respect to theory Y is the point to believe in human arouse the internal forces, the self-discipline of employees.
- Lazy is not an innate human. In truth, human nature, love work, and perceived job is in demand.
- Humans have consciousness check, self-training, self-regulate when delivered w
- Also sense of responsibility and know to take responsibility, has capacity for creative thinking
Between theory X and Y, the majority of managers based on the model theory Y over. Because, this doctrine more progress when strictly looking at human nature. Therefore, the business trust and responsibility for employees, create a working environment that freedom and ideals will help creative staff, stick and putting her in more work.
7. Model matrix
Is the combination of 2 levels of reporting under both vertically and horizontally. For model management personnel, this modern, employees, each department different when participating in the project with the role and functions private. After the end of the project, the employees can participate in another location in another project that is not tied into 1 work/fixed position depending on the nature of the project.
8. Models hr management modern products
This can be a popular model in manufacturing enterprises to manage specific product category. Each product group will include many employees with different functions and there will be a curator to manage overall. Even if the business has multiple products/services, there will be a level higher management to collectively manage the entire product
9. Pattern by function (horizontally)
Current models hr manager, this modern common in most small and medium business. Accordingly, the model will be divided into many departments, has own function and be managed independently:
- Perform the task of the organization, the work of the business
- Split the work according to each working position, departments and subsidiaries to perform
- Design, relationship management, to make sure the job
10. Pattern by geographical area
If the business has multiple branches in different areas. I need to organize and personnel management by geographic region. This will ensure the support staff, the client is convenient and correct with the needs, characteristics, regions and geography.
Conclusion
In the context of human resource management innovation, businesses need to apply the model performance management to optimize resources and improve work performance. However, for successful implementation, the digitalization of hr processes is the key element.
Lac Viet SureHCS the solution helps business easy application models modern management through process automation, optimal recruitment, management, welfare, and improve your experience staff. With flexible platform with integrated AI, SureHCS help businesses not only keep up with trends in hrm but also enhance competitiveness in the digital age.
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- Hotline: 0901 555 063
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In the era of transformation of the updates and deploy models hr management modern not only is the trend, which are essential requirements to business sustainability, mounted team and lead the market. Select model management, the fit is step strategy helps businesses create competitive advantage and sustainable development. However, to the pattern of this really be effective, businesses need to have technology platform supports automatic operation, transparency and flexibility.
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