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There are many different approaches to human resource management. HRM may be
1. Strategic approach.
2. Management approach.
5. Proactive approach.
6. Reactive approach.
7. System approach.
Strategic Approach
People are the strategic asset of an organization. People have core competencies, the
basis of competitive advantage.
Human resources are the combination of talent and skills; some are inborn and other
skills they have acquired through learning and education. The strategic HRM approach
Management Approach
the workplace. Managers at all levels are responsible for managing their employees or
subordinates.
People are human beings with a lot of potentials and intellectual abilities. It is important
Commodity Approach
People are a commodity. They are viewed as a cog of a machine. People can be hired and
fired through money. It is money that matters most. There is a saying, “money is sweeter
Proactive Approach
HR managers must anticipate the challenges or problems before they arise. Prevention is
better than cure.
The proactive approach will save companies considerable time and money in the short
and long run. P. F. Drucker (1997) highlighted the importance of a proactive approach
very rightly.
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He argues,” In a perfect world, every startup would take the proactive approach and build
their company from the beginning by identifying not only the mission, vision, values,
goals, objectives, etc., but will determine where they want to go in the short- and long-
term and build a holistic, aligned organization beginning at the founder level where they
can attract, hire, and retain the top talent to get them where they want to go.”
Reactive Approach
suffer loss.
Companies may lose time and money if they take a reactive approach.
System Approach
A system is a set of interrelated but separate elements or parts working together for a
common goal.
For example, HRM is a system that may have parts such as procurement, training,
performance appraisal and reward, etc. One part affects and is affected by the other.
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