Of course, I've read the original paper (Linking the, People with the Strategic Needs of the Business) . Is there any paper which explain the content and application of that model better? Most papers by Schuler, R. S., are about stakeholders framework. One of his paper (1989) is about the relationship between HR and the life cycle. I've read all of them. but how about 5_Ps model?
As per Armstrongs Handbook of HRM
The 5-P model of HRM
As formulated by Schulcr (1992) the 5-P model of HRM describes how HRM operates under the five headings of:
1 HR philosophy - a statement of how the organization regards its human resources, the role they play in the overall success of the business, and how they should be treated and managed.
2 HR policies - these provide guidelines for action on people-related business issues and for the development of HR programmes and practices based on strategic needs.
3 HR programmes - these are shaped by HR policies and consist of coordinated HR
efforts intended to initiate and manage organizational change efforts prompted by
strategic business needs.
4 HR practices - these arc the activities carried out in implementing HR policies
and programmes. They include resourcing, learning and development, performance and reward management, employee relations and administration.
5 HR processes - these are the formal procedures and methods used to put HR strategic plans and policies into effect.
It signifies that HR Management operates under five headings
HR Philosophy
HR Policies
HR Programmes
HR Practices
HR Process
Dear Parag,
As I wrote, I read the original paper. You described the elements (which you wrote headings instead of it) and I know the elements.
The papers below will help you to understand better the 5-Ps model of HRM. The second paper was really helpful.
I think that you didn't get my question.
Regards
The 5 P Model of Schuler(1992) explains how an organization collaborates with 5Ps by looking into internal and external environmental characteristics to obtain its strategic goals which in turn leads to achieving organizational objectives.
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