Warwick Model of HRM: Meaning, Elements and Advantages

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Warwick Model of HRM: Warwick’s model encompasses strategy and HR practices, as well as the external and internal areas in which these activities take place. In addition, it also encompasses the process by which these changes occur. For example, the interactions between context and content change. In this article, we are going to study full details of Warwick model of hrm.

Also See: Strategic Hr Model: Meaning, Importance and Working

Warwick Model of HRM: Meaning, Elements and Advantages

WHAT IS WARWICK MODEL?

The Warwick HRM model was developed by two University of Warwick scientists, Hendry and Pettigrew (hence the model name Warwick). The purpose of HRM models is to help organizations effectively manage their people to achieve their goals. Warwick’s model of human resources management emphasizes a data-driven approach to human resources management. In addition, the influence of HR functions on the content of the HR strategy is highlighted.

Also See: Sustainable HRM Model: Meaning, Strategies and Benefits

Warwick’s proposal, like other models, is based on five elements:

  1. External context. It contains all the powers of the macro environment.
  2. Internal context. Any specific strengths of the organization or micro environment are included.
  3. Content of organizational or business strategy
  4. HRM context
  5. HRM content

This model considers both business strategy and HR practices and shows how internal and external contexts interact with organizational strategy.

Also See: Storey Model Of Hrm: Definition and Components

ADVANTAGES OF WARWICK’S HRM MODEL

  1. In general, Warwick’s HRM model attempts to balance the influence of internal and external contexts, particularly in the case of disagreements.
  2. These two contexts feed the global approach, which in turn feeds the context and content.
  3. The implementation of human resources then flows back into the internal and external environment, affecting both directly and indirectly through the forces of society.
  4. The main advantage of Warwick’s model is that it recognizes and classifies the significant influence of the environment on human resource management.
  5. Examine how human resource management responds to changes in the environment by mapping the relationships between external and environmental elements.
  6. Organizations that manage to find harmony between the external and internal environment will inevitably achieve efficiency and growth.

DISADVANTAGES OF WARWICK’S HRM MODEL

  • The fundamental disadvantage of the model is the lack of a clear feedback between internal HR practices and the organization’s external performance.
  • Instead, feedback loops must filter multiple contexts, confusing them and making it difficult to distinguish which inputs have which effects.

Also See: ASTD Model of HRM: Complete Reference

DIFFERENCE BETWEEN WARWICK VS. HARVARD MODEL

Harvard’s human resources model is one of the best known and most widely used. This model was developed by Michael Beer in 1984 and modified over time with contributions from other scholars such as Paauwe and Richardson in 1997.  Today it can be said that it is the most complex, versatile and versatile HR technique in use today.

Also See: 5p Model Of Hrm: Meaning, Purpose With Diagram

The Harvard model is often broken down into five parts.

  1. Stakeholders are all groups that have a direct interest in the company’s success. Shareholders and management are traditional stakeholders, but contemporary stakeholders can include workers’ organizations, trade unions and even government interests. HR policies are developed based on the combined influence of stakeholders.
  2. Situational factors are a set of circumstances affecting a person’s life. Human resources are influenced by situational factors such as workforce, environment, industry or society. Stakeholder places and influences are influenced by these forces. For example, self-interest, social values, the law, or an aggressive union can influence the company’s direction.
  3. Human Resources Management Policies: These are the policies, procedures and processes that the company has put in place. This includes recruitment, training, incentive and feedback systems and other tasks. The development of personnel policy is influenced by the interests of interested parties and the circumstances of the situation.
  4. Human resource performance can be defined as the impact of the policies created by the above forces. Employee retention, engagement, competence and profitability are examples of business outcomes. These are specific and traceable KPIs for HR.
  5. Consequences are the final section of this model. This is an in-depth study of the company and its employees. Assess the company’s position in the market and in society as a whole, and the general well-being of its employees.

Also See: Fombrun Model of HRM: Process, Diagram And Advantages

SUMMARY

The HRM model you choose for your company doesn’t have to be complicated. Instead, it should simply help the HR management team to establish new HR roles and responsibilities as these are clearly visible and the HR organization maintains internal and external logic.

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