Professor David E Guest between the periods 1989 to 1997 developed the well-known ‘Human Resource Management’ model – ‘The Guest Model of HRM’. The guest model is different from rest of the Human Resource Management model because of the fact that it lays more emphasis on strategic management unlike other Human Resource Management models that focus more on personal development and management. Furthermore, according to the model the overall employee relationship is sum total of the relationships that individual employee has with the organization. In other words the model supports focusing on needs of all the individuals or employees rather than concentrating on the workforce collectively. It has six basic dimensions of analysis –•HRM practices
•HRM outcomes
•Behaviour outcomes
•Performance outcomes
•Financial outcomes
At Harrods, the human resource department is committed to bring out the best in employees. It aims not only to look into the overall productivity and profitability of the organization but also aims at individual growth. It does so by implementing human resource practices like mentoring, talent spotting and support network. This is a proof of the fact that the organization lays emphasis on building good relationship with each and every employee.
Moreover, even the results of the employee surveys at Harrods are used to make strategies that would lead to a win – win situation both for the employees and for Harrods as well. In addition to this, all the strategic plans that are formulated to affect the core or basic areas in the organization rely on the feedback given by the employees of Harrods in their comprehensive employee survey. These core areas are –
•Organizational Culture
•Leadership
•Improved Communication
•Living the Brand Value
In addition to this, at Harrods all the human resource management practices are linked to high performance and commitment rather than compliance which is in accordance to the Guest model.