Fombrun Model of HRM: This model is based on strategic control, organizational structure and human resources management systems. There, the mounted model is considered “hard”; form of human resource management. It defines the important role of motivating and rewarding employees. However, it mainly focuses on human resources management to achieve strategic goals. A longitudinal study of large organizations found that employees were rigorously managed to achieve organizational goals.
Also See: Contextual And European Model Of HRM
Fombrun Model of HRM: Process, Diagram And Advantages
WHAT IS FOMBRUN HR MODEL?
Based in Michigan, the Fombrun Model represents strategic people management that focuses on leadership, professional teams and a growing workforce. The main objective of the model was to adapt the formal structure of the organization, the new initiatives and policies to the human resources system.
FOMBRUN HR CYCLE
The Fombrun HR cycle consists of four general processes or functions that are carried out in an organization.
Also See: Dave Ulrich HR Model: Purpose, Strengths, Weakness Explained (2023)
The four general processes are:
- Recruitment: Match position to available human resources.
- Review: Management and Performance.
- Rewards: Focus on organizational performance for rewards. One of the least used and abused management tools to increase company performance is the reward system.
- Employee development: Promotion of the development of highly qualified employees.
This is the first model to focus on only four functions and their interdependence. Selection, evaluation, development and incentives are the four functions. These four components of human resources management are designed to contribute to organizational effectiveness. The model also emphasizes the interdependence of the four activities and their impact on the effectiveness of the organization as a whole.
Also See: MICHIGAN MODEL OF HRM
WORKING OF FOMBRUN MODEL
It was about the creation and implementation of business and corporate strategic goals on your part. In addition, it is suggested that everything is managed in accordance with the organization’s strategy. The name comes from this club. The matching model is strongly oriented towards personnel management and emphasizes the importance of a “tight fit”; between HR and business plans. This model is about matching jobs in a specific company. On the other hand, the HR plan of the matching model is very computationally intensive. Rely on the goals of the organization. Corporate strategy is at the heart of this model. In this way, all human resources are always treated as key resources.
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It is assumed that:
- Human resources management differs from organization to organization and depends on the context of the organization.
- Unified: the belief that there can be no misunderstandings or conflicting viewpoints in the workplace because everyone (managers and employees) work towards the same goal.
- The model served as the basis for the “best fit”; School of Human Resource Management.
Additionally, other empirical research has found no evidence that organizations consistently and consistently employ rigorous human resources management. A company that practices rigorous human resource management will have a management style that treats its employees as a calculated tool to achieve the company’s goals.
Also See: Guest Model of HRM
FOMBRUN MODEL ADVANTAGES AND DISADVANTAGES
- It describes strategic human resource management that focuses on management, professional groups, and the emerging workforce.
- The main objective of the model was to adapt the formal structure of the organization, the new initiatives and policies to the human resources system.
- This facilitates the achievement of the organization’s strategic goals.
- They viewed the organization’s human resources as a strategic resource to gain a competitive advantage – Selection, evaluation, development and awards are just some of the elements.
- As the model combines compensation, evaluation, development and selection, a horizontal adjustment is required.
- Focused on market success and business expansion.
- The disadvantage of this model is that it is incomplete as it focuses on only four HRM functions and ignores all environmental and situational factors affecting the HRM functions.
Also See: Harvard Model of HRM
SUMMARY
A widely used model is a best practice model. HR policies should be aligned with corporate strategy and goals for best alignment. This can be achieved by auditing the organization and employees. Needs on going Best practices lead to great employees in the workplace. These methods help the company gain a competitive advantage. There are a number of practices that are universal in nature and the implementation of which leads to better organizational performance.
Also See: HRM Models
Also See: Sustainable HRM Model: Meaning, Strategies and Benefits
Also See: Warwick Model of HRM: Meaning, Elements and Advantages