![]() Third, in real HRM practice a manager should integrate hard model and soft model to form a long spectrum in such a way that he can move from one pole to another pole to adjust with variance of organization as an entity and variance of organization components within which he manages. hard model (Michigan model), focusing on “organization”, and soft model (Harvard model), focusing on “human needs”. ![]() Second, HRM models can also be categorized into two groups, i.e. instrumental view, starting the analysis from “organization” and social action view, starting the analysis from “actors’ actions”. First, from the perspective of philosophy of sciences, management sciences can be categorized into two groups, i.e. From analysis of general management and HRM references, a number of points can be identified as follows. This article aims at elaborating HRM practice contextually, either in health organizations or non-health organizations. ![]() However, there are no books which elaborate how to practice HRM contextually in reality. There has been a number of human resource management (HRM) books offering principles, components, and step-by-step of HRM.
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