People-Based HRM

In people-based HRM, the undelying assumption is that investment into the human resources of an organization improve their core competencies and therefore lead to better outcomes. When an employee is motivated and happy, her work will be more effective and competitive.

People-based HRM characteristics include the following:

• different needs and motivation
• nonprofit wage differential

Strategic HRM

Strategic HRM aligns organizational goals with the architecture of HR. In a vertical approach, HR effectiveness is measured in how it supports the goals of the organization. A horizontal approach combines HR practices with strategic organizational practices to achieve similar goals.

Strategic HRM characteristics include the following

• values-driven orientation
• external stakeholder importance
• internal stake holder importance

Motivational HRM stresses the value of individuals and their personal goals and has a low focus on strategic orientation. Strategic HRM focuses on strategic orientation but has a low emphasis on people. Administrative HRM centers around the details of day-to-day employee relations but does not hive a high emphasis on either individuals or strategic orientation. Finally, values-driven HRM has an emphasis on both strategy and the goals of individual employees and therefore is the most effective version of HRM.

This site will answer the question of how values-driven HRM, which adequately balances the strategic strengths of an organization and the personal and professional needs and skills of its employees, can lead to more effective management of institutional knowledge.