Contextual And European Model Of Hrm: The HR management model includes all personnel-related activities. When these activities are carried out effectively, it will result in a workforce that is qualified and ready to contribute to the achievement of the organization’s goals.

Also See: Dave Ulrich HR Model: Purpose, Strengths, Weakness Explained (2023)

There is another variable in the model: the environment. It can be said that HR does not work in a vacuum. Various internal and external forces act on it, such as economic, technological, political, legal, organizational and technical framework conditions. So in this article, we are going to learn about contextual and European model of HRM in full detail.

Contextual And European Model Of HRM

WHAT IS CONTEXTUAL MODEL?

The contextual model of human resource management emphasizes the importance of environmental factors such as social, institutional, and political forces that have been underestimated in other models. The environmental factors of  vary from country to country and even from province to province’s contextual approach integrates  human resources management into the environment in which operates.

  1. The context of time and space, encompassing historical, geographic, and personal space
  2. Social, technical, economic and political context
  3. Cultural context, including behaviors, values, beliefs and assumptions
  4. Psychological context
  5. Philosophical context
  6. Communication context
  7. Sensory context

 Proponents of the contextual model of human resource management believe that different proportions of  contextual variables create a specific contextual model of human resource management. A model that is applicable in one context cannot be applied in another.

Also See: MICHIGAN MODEL OF HRM

FEATURES OF CONTEXTUAL MODEL OF HRM

  1. The contextual model of human resources management emphasizes the importance of environmental factors by accounting for variables such as the influence of social, institutional, and political forces that have been underestimated in other models. The latter, at best, treat the context as a conditional variable.
  2. The contextual approach is more comprehensive and integrates the human resources management system into the environment in which it develops. According to Martin-Alcázar, “Context conditions and is determined bY’s HRM strategy”.
  3. A broader range of stakeholders are involved in the formulation and implementation of HR strategies, in what Schuler and Jackson refer to as a “multi-stakeholder structure”.
  4. These stakeholders can be both external and internal, influencing and being influenced by strategic decisions.

Also See: ASTD Model Of HRM

WHAT IS EUROPEAN MODEL?

 Brewster described the European model of human resources management as follows:

  1. Environment – ​​established legal framework;
  2. Goals – organizational goals and social interest – people as a key resource;
  3. Focus – cost-benefit analysis, including the environment;
  4. Relationships with unionized and non-union employees;
  5. Relationships with hierarchical superiors – department/line connection; the role of an HR specialist – specialist manager – ambiguity, tolerance, flexibility.

Also See: HRM Models

 The main difference between this model and what Brewster called the “recommended model” is that the latter implies deregulation (no legal framework), no unions, and a focus on organizational goals but not on social concerns.

 As described by Maybe, the characteristics of the European model are:

  1. Dialogue between the social partners;
  2. Emphasis on social responsibility;
  3. Multicultural organizations;
  4. Participation in the decision-making process;
  5. Continuous learning.

Also See: Harvard Model of HRM

FEATURES OF EUROPEAN MODEL

  1. According to the European model, HR management is the responsibility of the line managers, who support and advise the line managers in this process. Human resources management includes various functions such as recruitment, selection, evaluation, training and development, compensation, etc., but the manner in which these functions are carried out differs from country to country  and region due to  cultural differences.
  2. Culture affects people management practices, which in turn affect organizational culture.
  3. Organizational culture, in turn, affects culture in general and creates a vicious circle.
  4. Consequently, HR managers must consider the culture of the country or region when formulating HR policies and functions.
  5. Geert Hofstede identified four dimensions of culture, namely: power distance, uncertainty avoidance, individualism, and masculinity/femininity. There are also cultural differences between different European countries.

Also See: Guest Model of HRM

So it was all about Contextual And European Model of HRM, if you have any query then you can ask us in the comment section.

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