Before describing the HRM model, it is important to define the assumptions and attitudes towards HRM and strategy, which the model is based on. The objective is to ensure a critical evaluation of the model and to decide whether the entire model, or maybe only certain elements, can be used in the specific organisation.
The model provides a framework for a HR strategy process and splits the process into seven steps. It is not significant whether the model is applied in a specific organisation, in an exact manner or in an adapted version. The importance is to use the same framework consistently throughout the organisation. When all sections/managers work strategically based on the same model, the management is able to follow the performance of each section/manager and take action when the business strategy is not followed.
Paul Kearns has written numerous books within HRM and he has extensive experience within HR. Based on his knowledge about HRM, he believes that an HR strategy should be based on the following principles:
– “A business strategy should give you a competitive advantage”.
– “A human resource strategy turns the way you manage your people into a competitive advantage”.
– “An HR strategy is a business strategy”.