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Sarah Daghman Lecturer, Russian Federation
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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). This implies th (...) Read more? Sign up for free
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David Wilson Manager, Canada
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Application of the Integrative Model of Human Resource Strategy Formulation
Hi Sarah, I like the model and the ability to inte (...)
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Sarah Daghman Lecturer, Russian Federation
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Challenges and Difficulties while Applying This Model
Hi David, thank you for your reaction and question (...)
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David Wilson Manager, Canada
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Added Information
Hi Sarah: Thanks for the added information. I find (...)
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Dr. Alan Williams Professor, Thailand
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The Integrative Model of Human Resource Strategy Formulation
Hi Sarah, I have two questions:
a) Where is any a (...)
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Sarah Daghman Lecturer, Russian Federation
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The Integrative Model of HR
@Dr. Alan Williams:
Hello Dr. Alan, regarding you (...)
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