The Standard Causal Model of HRM
A theoretical framework that explains the connection between human resource management (HRM) practices and organizational performance is the standard casual HRM model, also known as the HRM Causal Model. It suggests that by establishing a causal link between HRM activities and desired outcomes, efficient HRM practices can improve organizational performance.
Implementing HRM practices is the first aspect of the Standard Causal Model of Human Resource Management. This includes recruitment, selection, training, performance management, compensation, and employee relations, among other things. These HRM practices are meant to help the company find, train, inspire, and keep talented employees.
The role of HRM outcomes as mediators is the second aspect of the model. Employee attitudes, actions, and abilities that are influenced by HRM practices are among these outcomes. It is believed that improved individual and organizational performance can result from positive HRM outcomes like job satisfaction, commitment, and high-performance work practices.
The last part of the model is the effect on authoritative execution. It suggests that improved organizational performance in terms of productivity, profitability, innovation, and overall success can be achieved when HRM practices result in positive HRM outcomes.
In conclusion, the Standard Causal Model of Human Resource Management (HRM) is a theoretical framework that explains the connection between HRM outcomes, practices, and organizational performance. It emphasizes how important it is to use efficient HRM practices to find, train, inspire, and keep talented employees. Organizations can improve their overall performance and achieve desired outcomes like increased productivity and profitability by influencing positive HRM outcomes.
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