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”.
The strategic basis of the model is that the organisation and its surrounding environments are dynamic and subject to change, which is why the HR strategy should not be expressed as a linear strategy. There are too many uncertain variables, which is why the strategy has to be flexible towards these. The HRM model is a holistic model that seeks to include as many variables as possible. This is connected to a basic assumption about the high degree of complexity in most of the causal relationships, which makes it impossible to objectively predict what happens to activity B if we make changes in activity A.
In terms of strategy, it is more sensible to use a systemic perspective, which entails that an organisation should be viewed in consideration of the system, in which the organisation operates, e.g. more or less all internal and external factors that influence the organisation. In practice, considerations in relation to the strategy may include political decisions, economic conditions, consumer trends etc.
According to the HRM model, an HR strategy should aim at considering all known variables and possible scenarios. This is obviously an idealistic target that is impossible to reach completely. Nevertheless, it should be the ambitious objective, characterising the approach to HR strategy.
There are many possibilities to get a further education in the field of HRM for example through online courses from PROBANA Business School.