The  defining   features of HRM   is popularly   known   as models.   These   models    provide    analytical    framework for  studying   HRM.     They   provide    characterization   of HRM   that  establishes   variables   and  relationship    to  be researched. Four  most  common   models   are :

1. The Fombrun   Model
2. The Harvard Model
3. The Guest  Model  and
4. The Warwick  Model

All these models serve the following purposes:

• They provide an analytical framework for studying HRM for example, situational factors, stakeholders, strategic choice levels, competence etc.
• They validate certain HRM practices and provide distinctiveness to HRM practices.
• They provide a characterization of HRM that establishes variables and relationship to be researched.
• They help to discover and understand the world for explaining the nature and significance of key HR practices.

1. THE FOMBRUN MODEL

This   is  the  model of  HRM. It  emphasizes    four functions   of  management   and   their   interrelatedness­ Selection,  Appraisal,   Development      and Rewards. This  model  is incomplete as it  focuses  on  only  four  functions of HRM and  ignore all other   environmental    and contingency    factors.  But, this model  is simple    and  can  serve  as a heuristic  framework  for explaining   the  nature   and  significance   of HR activities.

2. THE HARVARD MODEL

This    model    consists    six  critical  components of HRM   namely    stake holders interests,     situational     factors,    HRM  policy choices,  HR  out  comes, long  term  consequences and a feedback loop through.

3. THE GUEST MODEL

This  model  was developed   by David Guest in 1997. This model emphasizes on the assumption   that  HR manager has specific strategies to begin with, which demand certain practices and when executed will result in outcomes. These  out  comes  include  behavioral   performance    related   and  financial rewards. The model emphasizes the logical sequence of six components : HR strategy, HR practices, HR outcomes, Behavioral outcomes, Performance results and financial consequences.

4. THE WARWICK MODEL

This model was developed by two researchers, Hendry and Pettigrew of University of Warwick (hence the name Warwick model). Like other human resource management models, the Warwick proposition centers around five elements-

• Outer context (macro environmental forces)
• Inner context (firm specific or micro environmental forces)
• Business strategy content
• HRM context
• HRM content

The   strength    of  this   model   is  that   it  identifies   and classifies important environment influences on HRM. This model takes cognizance of business strategy and HR practices, the external and internal content, in which these activities take place and process by which such changes take place including transactions between changes in both external content and internal content.

THE 5-P’S MODEL OF HRM

• Philosophy: Expressed in statements defining business values and culture. It expresses how to treat and value people.
• Policies: Expressed as shared values and guidelines. Policies establish guidelines for action on people related business issues and HR programs.
• Programs: Articulated as human resource strategy. These coordinate efforts to facilitate change to address major people related business issues.
• Practices: For leadership managerial and operational role practices motivate needed role behaviors.