The 7 G Framework of HRM Practices

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The 7 G Framework of HRM Practices

Prof. Ajantha S. Dharmasiri developed a very intuitive framework for HRM practices or functions. It is known as the "Seven G Framework".
In brief, the Seven Gs are as follows: Goal, Get, Grow, Give, Glue, Glow, and Guard.
Now I will briefly describe what each G entails:

1. GOAL: What needs to be done to achieve the strategic goals of the organization?
2. GET: Getting the right people in the organization to achieve the goals.
3. GROW: Developing the people through training and development.
4. GIVE: Giving reasonable remuneration for their contribution.
5. GLUE: Engaging employees to stay in your organization.
6. GLOW: Let them express themselves and shine in their career while contributing in your purpose.
7. GUARD: Having proper policy framework in place for employee protection.

My post ends here. But I am curious to know your opinion regarding it. Do you think the 7-G framework portrays all the main functions of HR well? If not, let us know what do you think it's missing? Thanks.

Reference: Dharmasiri, A.S. (2015), HRM for Managers: A Learning Guide, Colombo: Postgraduate Institute of Management.

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		3 Jaap de Jonge Editor, Netherlands
	Seven G Framework of HRM Thanks for your posting. I think the Seven G Framework of Dharmasiri can be quite powerful to explain and focus on the basics of HRM, while focusing on reaping the best from the people / employees. Isn't that what HRM should be all about?

		1 Munadil Shafat Student (MBA), Bangladesh
	HRM in a Nutshell @Jaap de Jonge: Thanks Jaap for your reaction. Actually I do like the 7 G framework for its simplicity. While I was in my BBA and even in MBA, I saw many students, with some previous exposures to HRM, cannot even tell the regular functions of HRM when asked by Professor. I think if they were taught with this Seven G, they could hardly forget the functions of HRM. What do you think?

		3 Jaap de Jonge Editor, Netherlands
	Seven G Framework is HRM in a Nutshell I agree. Management models need to be as simple as possible, without being too simple. By the way, the fact that many MBA students are unable to mention the main functions of HRM is not unusual as many managers when asked are also unable to mention a few or even a single management method or model 😜.

		2 Ajantha Dharmasiri Director, Sri Lanka
	From the Originator Thank you for the keen interest shown. I am so glad that the humble effort to simplify a complex phenomenon has yielded results. Feel free to contact me on ajantha@ou.edu for any further clarifications on Seven G Framework of HRM. Prof. Ajantha Dharmasiri.

		1 Munadil Shafat Student (MBA), Bangladesh
	Overwhelmed! @Ajantha Dharmasiri: Sir, I'm feeling really happy to find you here. I got introduced to your framework in my previous semester in MBA. My Strategic HRM Professor designed his course based on your 7G model. I have found it very easy and interesting. I wish to learn more from you... Thanks.

		3 Emeka Onuoha Nigeria
	7G Framework on HR and External Stakeholders I agree completely with the framework as it succinctly captures all the operational and strategic roles of HR. However HR according to Dave Ulrich has grown beyond it's internal stakeholders. How can we for instance include candidate experiences in all of this? Editor: Isn't this simply part of "GET"?

		2 diaa eldin elsayed Director, Kuwait
	7 G HRM Model is Powerful and Comprehensive I think it's a powerful summary. Then you can go per item and identify the elements required to apply it.

		1 Alkhaly Mohamed Tahey Conde Lecturer, Guinea
	Human Resources Management 7 G That is a great contribution to Human Resources Management. With the 7 G you can mobilize, attract, valorize and motivate people in the organization.

		3 An Zengke Professor, China
	7 G HRM Framework Needs One More Element In my opinion, job analysis and organization design is very important. So we should add "Design" to the Framework.

		1 Munadil Shafat Student (MBA), Bangladesh
	Job Analysis and Design @An Zengke: Yes that is important, but the "Goal" part in my opinion sets the description of those jobs for which we will need (to Get) human resources.

		1 ALICE CHIBUYE CHABATENI HR Consultant, Zambia
	The 7 G Human Resources Framework The 7 G Human Resources framework is a good framework in the inner context (the organisation). As much as we must focus on the inner context, we also need to identify the external context (the external environment) for example by applying the Warwick model and/or by considering the influence that different stakeholder interests have which may impact on employee behaviour and performance.