The Integrative Model of Human Resource Strategy Formulation

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The Integrative Model of Human Resource Strategy Formulation
Sarah Daghman, Lecturer, Russian Federation, Premium Member
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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  Application of the Integrative Model of Human Resource Strategy Formulation
David Wilson, Manager, Canada, SIG Leader
  (...)

  Challenges and Difficulties while Applying This Model
Sarah Daghman, Lecturer, Russian Federation, Premium Member
  (...)

  Added Information
David Wilson, Manager, Canada, SIG Leader
  (...)

  The Integrative Model of Human Resource Strategy Formulation
Dr. Alan Williams, Professor, Thailand, Premium Member
  (...)

  The Integrative Model of HR
Sarah Daghman, Lecturer, Russian Federation, Premium Member
  (...)

   
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David Wilson
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Human Resource Management Roles
Summary
Forum
The Integrative Model of Human Resource Strategy Formulation
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General and Specific HR Strategies
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Differing HR Practices for Standard and Contingent Employees
What is the HR Matrix?


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