The Harvard Model of Strategic HR Management, also referred to as the humanistic model, is a foundational framework emphasizing the mutual relationship between employees and the organization. It promotes HR policies that balance organizational effectiveness with employee well-being.
According to the HRPA Human Resources Competency Framework (Functional Domain: Strategy), the model’s primary HR outcomes include:
Commitment – developing employee loyalty and engagement
Competence – enhancing skills and capabilities
Congruence – ensuring alignment of goals between employees and management
Cost-effectiveness – maintaining financial sustainability
Among these, commitment is the most emphasized outcome to achieve both long-term organizational success and employee satisfaction.
Extract:
“The Harvard Model highlights employee commitment as central to sustainable performance, focusing on mutual gains for both the organization and its people.”
(HRPA Competency Framework – Strategy, CHRP Level, Key Competency: Align Human Capital Policies with Strategic Objectives)
Option Analysis:
A: Cost-efficiency is an organizational goal but not the core humanistic outcome.
B: Correct — emphasizes employee engagement and loyalty.
C: Conformity contradicts the model’s participative approach.
D: Competition relates to external market dynamics, not internal well-being.
Therefore, B. Commitment is the correct answer.
Verified Reference Summary:
HRPA Human Resources Competency Framework – Strategy
CHRP Knowledge Exam Blueprint – Strategic HR Models and Approaches
HRPA Exam Preparation Guide – Humanistic and Strategic HR Theories
