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The Harvard Model of HRM is a widely-recognized managerial approach to human resource management (HRM). It began as a research HR project in the 1980s by the Harvard Business School. It’s known for providing a balanced approach to personnel decisions and emphasizes the need for a commitment to employee development and support.. Abstract. Within the Australian context of a shortage of skilled professionals, this article uses the Harvard model of human resources management (HRM) to conceptualise how changes in stakeholder interests coupled with changes to situational factors affect public sector HRM policy choices that in turn affect HRM outcomes for different types of public sector employees.

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Human resource s management (HRM) practices have changed in public sector organisations over the past two decades because of the implementation of new public management (NPM).. The Harvard Model is an effective approach to managing human resources within an organization due to its five primary components: situational factors, stakeholder interests, HRM policies, HRM outcomes, and long-term consequences. These components help to identify and systematically address the organization’s needs.