The Integrative Model of Human Resource Strategy Formulation

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Sarah Daghman, Lecturer, Russian Federation
The Integrative Model of Human Resource Strategy attempts to establish a true integration between the corporation's overall strategy, the HR strategy, and certain operational systems. The model is derived from the combination of rational and progressive approaches, relying on "Strategic Reference Points" (SRPs). SRPs are outstanding objectives or patterns organizational decision-makers use to assess their approaches so they can adopt strategic decisions to develop the HR strategy. As part of this process, decision-makers consider and combine 2 main variables:
  • LABOR MARKET: The amount of attention to the internal labor market or the external labor market (SRP1). This implies the degree or extent to which the human resource strategy will consider providing the required employees, skills or competencies from the "inside" versus from the "external market" (build or buy).
  • CONTROL: The quantity and quality of control over the labor process or the labor product (SRP2) (...) Read more? Sign up for free

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  David Wilson, Manager, Canada
 

Application of the Integrative Model of Human Resource Strategy Formulation

Hi Sarah, I like the model and the ability to inte (...)

  Sarah Daghman, Lecturer, Russian Federation
 

Challenges and Difficulties while Applying This Model

Hi David, thank you for your reaction and question (...)

  David Wilson, Manager, Canada
 

Added Information

Hi Sarah: Thanks for the added information. I find (...)

  Dr. Alan Williams, Professor, Thailand
 

The Integrative Model of Human Resource Strategy Formulation

Hi Sarah, I have two questions: a) Where is any a (...)

  Sarah Daghman, Lecturer, Russian Federation
 

The Integrative Model of HR

@: Hello Dr. Alan, regarding your questions: a) (...)

 
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David Wilson
Manager

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