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