I believe that since it noticed stakeholders which is one of the main subjects in the strategic field, it could be. On the other hand, because it reminded us of employee commitment, it is in the Soft HRM model field. As we know, in Soft HRM, we don't seek strategic alignment.
I read "Human Resource Management: A general manager perspective" by Beer et al -1984-. In Chapter 1, they've written; firms need to take strategic perspective in HR field and they recommended, FIT for aligning HR with corporate strategy. In their model fitness is an important matter and I think they are prior in the field of SHRM.
1- http://www.henley.ac.uk/web/FILES/international-business-and-strategy/JHD_DP_2013-010.pdf
2- http://www.palgrave.com/business/brattonandgold/docs/bgcha02.pdf
3- ftp://ftp.pearsoned-ema.com/Longacre/SampleChaps/FTPH/0273679112.pdf
see the link
Yes, Beer et al.'s model is very much a contribution to the SHRM field. Some people call it empowerment model of SHRM; some label it as ambiance model; yet others call it as the soft model of strategic HRM. The idea underlying this model is that you can promote employee commitment by practicing soft HR. The model tells the extent to which a particular set of HR practices will deliver employee commitment. It is largely an analytical model and not a prescriptive model, like the hard/instrumentalist model of Tichy, Devanna and others.
As Debi S. Shani wrote, Harvard model is a soft model of HRM.
I read the papers below. Those were really helpful. The papers Ahmad has attached are useful too.
In addition I'll recommend the book below:
Legge, K. (1995). Human resource management- Rhetorics and realities. Basingstoke: Macmillan press.
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