Human Resources Management

HRM is an essential and vital function for organizational success.While HRM focuses on the potential and actual productive value of HR to an organizations’ success, strategic HRM takes a more long term focus by emphasizing the need of HR plans and strategies of overall organization. The emphasis of strategic HRM is on strategic integration which is matching HRM strategies to business strategies. In this paper, we will discuss two models of Strategic HRM: The matching model and the resource-based model. Comparing these models, while listing their similarities and differences, will help us understand Strategic HRM on a better level. In the second part of this paper, I will address which features of the Resource-based view my current workplace: the Treasury Board Secretariat (Federal Government) uses and how it relates to Human Resources Management.

Matching model
First off, the matching model also known as “best fit”, requires that an organizations’ HRM policies and practices be configured and managed in a way that is congruent with the particular strategy. This model concentrates on fit between an external strategy and internal strategy. HRM strategies are all about making business strategies work and so emphasis is placed on how to best match and develop appropriate systems. This model concentrates on the following issues to address success:
    • Selection (Most suitable people for the business needs)
    • Performance (In the business’s objectives)
    • Appraisal (Feedback on an organizations’ success)
    • Awards (For good performance and/or practice)
    • Development (Of the skills and knowledge of people in the organization)

The matching model also states that differing views cannot exist as everyone should be working toward achieving the same goal-success of the business. This model has however, attracted a lot of criticism. At a conceptual level, it is seen to depend on a rational, mechanical form of organizational decision-making. In reality,...