Understanding The Harvard Framework Theory Relevant To Human Resource Management.

The Harvard Framework is a theory about how HRM (human resources management) can help to make sure that the goals of an organization and the goals of its employees are aligned. It says that HRM policies should be integrated and coherent and that employees should be treated as assets rather than costs (Beer et al., 1984).

The Harvard Framework suggests that organizations should consider integrating and aligning four key HRM components with their overall business strategy. Those are as follows,

01. Situational Factors: The first part of the Harvard Framework is about things outside of an organization's control, like the culture, Labour market, industry, and legal and regulatory environment. This part of the Framework explains how these things can affect HRM policies.

02. Stakeholder Interests: The second component of the Harvard Framework is stakeholder interests, which refer to the different groups of people who have a stake in an organization's HRM policies. These stakeholders can include employees, managers, shareholders, customers, and the community at large.

03. HRM Policy Choices: The third part of the Harvard Framework is HRM policy choices. This includes how an organization chooses to manage its recruitment and selection, performance management, compensation and benefits, and employee development.

04. HRM Outcomes: The fourth component of the Harvard Framework is HRM outcomes, which refer to the results that an organization hopes to achieve through its HRM policies. These outcomes can include things like employee satisfaction, retention, productivity, and organizational performance.

The Harvard Framework proposes that these four components of HRM should be aligned with each other in order to achieve optimal results (Beer et al., 1984).

You can see below the diagram of the Harvard Framework Theory module.

The Harvard Framework emphasizes the need to consider the needs and interests of different groups of people when making decisions about HRM. This can help organizations build stronger relationships with their employees, customers, shareholders, and the community, and achieve better results in the long term. the Harvard Framework theory is primarily focused on negotiation. It provides a structured approach to help parties in a negotiation communicate effectively and work together to find mutually beneficial solutions.

How we can apply the Harvard Framework theory in HRM.

01. Improving employee relations: The Harvard Framework emphasizes the importance of communication and understanding the other party's interests. HRM professionals can use these principles to improve relationships between employees and management, resolve conflicts, and build a more positive work culture.

02. Negotiating contracts and agreements: HRM professionals often negotiate contracts and agreements with employees, unions, and other stakeholders. The Harvard Framework provides a structured approach to negotiation that can help HRM professionals reach mutually beneficial agreements that satisfy all parties involved.

03.  Resolving disputes: When people have disagreements at work, HR professionals can help resolve them. The Harvard Framework is a set of principles for solving disagreements that can help HR professionals understand what's going on, communicate with everyone involved, and find solutions that everyone can agree on.

04.   Supporting diversity and inclusion: The Harvard Framework is important because it helps us understand the interests of the other party. This can help us support diversity and inclusion efforts by listening to employees' concerns, recognizing their unique perspectives, and working together to create a more inclusive workplace.

Explain the theory with an example.

Eg: Let's say an HRM professional is negotiating a compensation package with a job candidate. Applicant arguing higher package for the position.

Separating people from the problem: This means that negotiators should focus on the issue at hand and not let emotions or personal relationships cloud their judgment. In the HRM example, the HRM professional is focusing on the compensation issue and not letting their personal feelings about the candidate's salary request get in the way of finding a solution.

Focus on interests, not positions: The HRM professional could ask the candidate questions to understand their underlying interests and motivations. For example, the candidate might be seeking a higher salary because they have a unique skill set or experience that justifies a higher pay rate. The HRM professional could explore these interests and look for ways to meet them while still staying within the company's budget constraints. (The HRM professional is asking the candidate questions to understand their interests and motivations for requesting a higher salary.)

Generate multiple options: The HRM professional can think of several ways to resolve the compensation issue, such as offering extra benefits or bonuses in place of a higher salary. This way, the company can still get what it needs while the candidate is happy.

Insist on using objective criteria: The HR professional can use market research and industry benchmarks to evaluate different solutions and figure out what a fair salary would be. This will help ensure that the salary is based on objective factors, not just personal preferences.

The Harvard Framework can help you communicate more effectively with a job candidate, which can lead to a better outcome for both the party. This framework can be helpful when you have disagreements or need to negotiate with someone (Fisher, Ury, and Patton, 1991).

For Your Further Understanding pls referrer the video source.

(Source https://www.youtube.com/watch?v=vOkgzkCbacI&t=706s)

References

Beer, M., Spector, B., Lawrence, P.R., Mills, D.Q. and Walton, R.E. (1984). Managing human assets: the ground breaking Harvard Business School program. New York: Free Press.

Fisher, R., Ury, W. and Patton, B. (1991). Getting to yes : negotiating agreement without giving in. Boston: Houghton Mifflin.