Abstract
This theoretical basic research paper was written in order to accomplish three research objectives: (1) to perform a brief description of selected popular models of Human Resource Management (HRM) developed by various scholars or authors; (2) to revisit and review the model of HRM developed by me in 2009; and (3) to introduce a generic model of HRM with an adequate theoretical base. It revealed that at least five popular models exist in the literature of HRM and they were briefly reviewed. The relevant review done with regard to the model developed locally as the first model of HRM in 2009 revealed that it is an internally focused but comprehensive and distinct model with a necessity of incorporating forces which exist in internal and external environments. Finally, a generic model of HRM which is composed of seven interrelated components such as internal environment, external environment, HRM fields and functions, HRM outcomes, organizational outcomes, HRM academic and professional factor, and feedback through evaluation was developed and presented by using several common theories, perspectives, arguments and logical beliefs. Hopefully the generic model will be a significant value addition to the existing local as well as international body of knowledge of HRM which is a highly recognized academic discipline and an established practice.
Highlights
I originated a simple but distinct definition of Human Resource Management (HRM) in 2009 and it is: “HRM is the effective and efficient utilization of human resources to achieve goals of an organization”
They are: (1) Human resources are the most important resource that managers utilize to achieve goals of an organization; (2) Quality of other functional fields of management heavily depends on quality of HRM in an organization; (3) HRM is a vital responsibility of every manager in an organization; (3) HRM contributes to organizational success and societal success; and (5) Management of employees is more difficult than managing other resources
A comprehensive study based on a content analysis of 30 textbooks with regard to the case for teaching HRM in management education done by Opatha (20192) revealed 13 common reasons which underline how much HRM is important to us
Summary
I (the author of this paper) originated a simple but distinct definition of HRM in 2009 (first it was published in 1995 in Singhala language) and it is: “HRM is the effective and efficient utilization of human resources to achieve goals of an organization”. A comprehensive study based on a content analysis of 30 textbooks with regard to the case for teaching HRM in management education done by Opatha (20192) revealed 13 common reasons which underline how much HRM is important to us. These thirteen common reasons in the order of importance are: (1) Organizational success; (2) Sustainable competitive advantage and organizational improvement; (3) Every manager‟s vital responsibility and contribution to societal success (two reasons); (4) Enhancing professional life success; (5) Enhancing personal http://ibr.ccsenet.org
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