1. HR Management - From Administration to Strategic Thinking
Thinking If a decade ago, "HR" was only associated with timesheets and labor contracts, today, that role has changed completely. Modern HR management is not just managing people, but thinking about how the organization creates value through people.
A business is only truly strong when the people inside look in the same direction. And to achieve that, HR cannot just "do the process", but must lead the strategy. The modern HR model is a system connecting people - strategy - culture - efficiency, helping the organization develop sustainably rather than simply operating stably.
2. Modern HR Management Models
Harvard Model - Management by Interest Harmony:
Harvard views HR as a connection center: between the state, employees, businesses, and society. The core is balancing interests, creating sustainable relationships between "people" and "work".
Application in Vietnam: Suitable for large corporations, companies with international links, or public environments.
"Human resources are not just people of the company, but people of the entire ecosystem."
Ulrich Model - HR as a Strategic Partner:
Dave Ulrich affirmed that HR is not just an executor, but a person planning the organization's future with the CEO. HR is divided into 4 roles: Strategic Partner, Administrative Expert, Employee Champion, and Change Agent.
Suitable for: Businesses expanding, restructuring, or wanting HR to be a center of influence.
5P Model - Linking People with Organizational Goals:
5P stands for: Purpose - Principles - Processes - People - Performance. This model emphasizes that efficiency comes from the synchronization of goals, values, and people.
Suitable for: Young businesses, start-ups, or fast-growing companies (flexible and practical).
Warwick Model - HR in a Global Context:
Analyzes HR under the impact of the external environment: politics, law, culture, labor market. Suitable for: Large-scale businesses, globalizing, or having international supply chains.
"A human resources policy is only sustainable when it reflects the realities of the times."
3. Practical Application in Vietnamese Enterprises
In Vietnam, modern HR models cannot be applied theoretically intact. Each business has its own "cultural gene".
Family businesses: Should choose 5P combined with Ulrich.
Large enterprises: Should apply to Harvard or Warwick.
Start-ups: Need simplicity but lean - use 5P as a foundation, add a culture of learning and creativity.
The core is not "which model to choose", but whether the leader truly believes in human value. Because the model is just a frame, its spirit is human philosophy.
4. Lesson for Leaders
A modern organization does not measure HR by "cost", but by "impact". If HR stops at paperwork, the business lacks a "heartbeat". But when HR is trusted and involved in strategy, culture and performance develop together.
"There is no strong organization if HR is weak. There are no good people if the system is not good enough."
A modern human resource management model is not a chart hanging on the wall, but a way of thinking, living, and behaving within the enterprise. Human resource management is not just about managing people, but about nurturing their spirit and building an effective culture. Businesses that choose the right model, adapt it to their own culture, and prioritize people are truly businesses with a modern human resource system.
