Guest Model of HRM with Diagram: The guest model can be defined as the combination of soft and hard HRM approaches for achieving company’s goals using strategic policies. To understand better, readers need to know what these two approaches are.

Also See: MICHIGAN MODEL OF HRM

In a hard approach, the HR professionals use business strategy with the human resources techniques strictly. If we talk about the soft approach, it purely concerns the workers to make sure they stay encouraged to fulfill the company’s goals. This approach is usually applied when the managers have solid trust in the employees.

The guest model is used for enjoying the benefits of both these approaches in a completely strategic manner. It targets the individual employees instead of a complete workforce that ensures companies can create flexibility in their business. This model was developed by David Guest in 1987 with a motive to resemble hard and soft approaches.

Also See: Learn all the HRM Models in one go.

Guest Model of HRM with Diagram

The different perspectives that complete an HRM model are mentioned below:

Guest Model of HRM
Guest Model of HRM
  • HRM Strategy

It includes the overall strategy used by HRM for achieving the goals of the company. HRM strategy is a very critical prospect in Guest Model created by David Guest.

Also See: Harvard Model of HRM

  • HRM Practices

If we talk about practices in HRM, there are lots of things that need to be addressed. It includes hiring, training, appraisal, relation, and many more.

  • HR Outcomes

The third most important perspective of the guest model is HR outcomes that can’t be compromised at all. It basically consists of commitment, flexibility, and quality that make sure every goal of the company gets fulfilled.

Also See: Standard Causal Model Of HRM: Definition, Features, Process

  • Behavioral Outcomes

The behavioral outcomes mean the different sequences of actions performed by the employees of the company for completing a task. It greatly affects the overall growth of the organization.

  • Performance Outcomes

The performance outcomes drive the performance of the company so that the goals can be achieved adequately. It is helpful in contributing to the overall growth of the company.

Also See: Importance of Motivation in HRM?

  • Financial Outcomes

The final perspective of the Guest model is the financial outcomes of the guest model. It let the HR department know how about the profit and revenue that the company generates.

 What are the important components of the guest model in HRM?

There are four major components proposed by the guest model proposed by David Guest. Its main motive is to underpin the effectiveness of the company. Let’s have a look at what these components are:

  • Strategic Integration

Strategic integration is one of the toughest parts of the guest model as all the human resources must be treated precisely. The reason behind that is they are the main pillars for fulfilling business goals. That’s why you will always see how important role played by strategy for the success of the company.

Also See: Dave Ulrich HR Model

  • Flexibility

According to the guest model, there is a huge relation of flexibility with the company and its employees’ ability to adapt to the working environment. It is strongly concerned with the behavioral abilities of organization. Having enough flexibility will ensure the worker behave perfectly well for the company.

Also See: Work Life Balance in HRM? How to Maintain It

  • High Commitment

The guest model puts a strong emphasis on the high commitment in a company. It is required to have behavioral commitments using a solid identification with the organization. Having employees with the right sort of commitment makes sure the company reaches its goals adequately.

  • Quality

The guest model’s fourth important prospect is quality based on the assumption for top-notch goods and services. It means the company should have quality people. There is no way that a company can think about compromising the quality of its business.

Also See: Contextual And European Model Of HRM

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