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5psModel Of Hrm – Meaning, Purpose With Diagram: The HR

5P model is a key element of organizational development and
performance management and is designed to ensure the best
possible outcomes for employees and employers. As the name
suggests, this HR model is based on five fundamental aspects:
purpose, principles, process, people and results. In this article, we
will be discussing 5p Model Of Hrm – Meaning, Purpose With
Diagram in detail.

Also See: Strategic Hr Model: Meaning, Importance and Working

5p Model Of Hrm – Meaning, Purpose With

Diagram
WHAT IS 5 P HR MODEL?

The 5P HRM model is a comprehensive form of strategic human

resource management developed in 1992 by Randall S. Schuler, a
world-renowned scholar specializing in global human resource
management, strategic human resource management, the role of
human resources in organizations, and the relationship between
corporate strategy and human resources management.

Also See: Sustainable HRM Model: Meaning, Strategies and

Benefits

PURPOSE OF 5P HR MODEL
The purpose of the model is to ensure that all aspects of the
organization are working towards the same goals. This is done by
defining and communicating the company’s values, vision and
mission. The principles of the model ensure that all employees
have equal access to resources, communication channels and
opportunities. Model processes provide a framework and
guidelines for employees to follow, helping them stay engaged
and productive.

Also See: ASTD Model of HRM: Complete Reference

THE 5 P’s IN HR MODEL

The 5P model should always be defined and clear:

1. PURPOSE: The organization’s vision, mission and primary

goals should aim to provide the overall purpose and
direction the organization is pursuing, as well as to guide
and influence decisions affecting the organization and their
 stakeholders do this every day. A clear and concise
understanding of the organization’s purpose can ensure that
the organization is consistently working towards a common
goal and fulfilling its responsibilities to the company and its
stakeholders.
2. PRINCIPLES: These are defined as operational protocols or
guidelines that serve as a basis for achieving a desired
outcome or outcome. They are generally established to
provide guidance, set standards, and promote consistency
within an organization or process. By providing a set of rules
and expectations, rules help ensure that decisions are made
in a consistent, informed, and meaningful manner.
3. PROCESS: It primarily include, but are not limited to,
organizational architecture, policies and regulations,
systems, processes and processes; Ways of working that are
always connected to the purposes and principles set out in
the 5P human resource management model. Additionally,
these processes should be updated regularly to ensure they
are aligned with the organization’s goals, objectives, and
objectives. ensure policies and their effective, efficient and
successful implementation;
4. PEOPLE: These are the most important asset of any
organization and their skills, knowledge and hard work play
a key role in achieving the organization’s goals. You are
responsible for performing tasks in accordance with
established policies and processes, thereby contributing to
the growth and success of the organization. They also
provide insight and advice to help your business make the
best decisions and stay ahead of the competition. By
working together, people can create a strong and dynamic
 work environment that encourages creativity, collaboration
and innovation;
5. PERFORMANCE: Ultimately, performance is an outcome that
can be tracked and monitored with appropriate standards.
It’s the culmination of hard work, dedication and the right
strategies. When measured accurately and consistently,
performance can serve as an indicator of the effectiveness of
an individual’s efforts and can be used to determine what
needs improvement or improvement. Ultimately,
performance is the key to success in any business and must
be closely monitored to ensure the success.

Also See: Storey Model Of Hrm: Definition and Components

THE 5P MODEL

1. HUMAN RESOURCES PHILOSOPHY – Recognizing how an

organization manages its human resources, the role they play in
the overall success of the organization, and how they should be
treated and managed is critical to any successful organization. It
should be designed in such a way that the company’s core values
of respect, fairness and equality are reflected in the company’s
dealings with its employees.

It should also strive to create a work environment conducive to

employee productivity and morale. In addition, the HR philosophy
should include clear performance expectations for employees
and provide guidance on how best to manage employees. It must
also ensure that employees are treated fairly and with respect,
regardless of race, gender, religion or origin.
Also See: Fombrun Model of HRM: Process, Diagram And
Advantages

2. HR PRINCIPLES – are fundamental to any business as they

provide clear guidance on how to deal with business matters
relating to people and allow for consistent and fair treatment
across the organisation. A number of HR policies can help an
organization meet its legal obligations towards its employees and
manage them fairly and effectively.

In addition, HR policies can also provide valuable insight into an

organization’s culture, helping define its values and behaviours
and increase employee engagement and loyalty.

3. HR PROGRAMS – are designed to help organizations achieve

their strategic goals through the use of specialized programs,
activities, and systems designed to increase organizational
capacity, foster positive relationships, and improve overall
organizational effectiveness improve workforce. These programs
are based on HR principles, which serve as a framework for all HR
initiatives and are based on the coordinated efforts of HR
professionals to initiate and manage organizational change, such
as: These include hiring, selecting and retaining employees,
awards and recognition, training and development, and
performance management.

By implementing targeted HR programs, organizations can create

a work environment conducive to achieving desired business
goals while providing opportunities for employees to grow and
develop their skills.
4. HR PRACTICES – cover a wide range of activities and
responsibilities, from sourcing and hiring of resources to
employee relations, learning and development, performance
management and rewards management. Human resources also
play a key role in ensuring compliance with local and international
laws and ethical considerations. Human resources practices also
include ensuring that employees are treated fairly and fairly and
receive appropriate benefits and rights.

Also See: Warwick Model of HRM: Meaning, Elements and

Advantages

5. HR PROCESSES are an integral part of any business

organization and are intended to provide a structured approach
to human resources management. These processes may include
setting goals and strategies, recruiting, selecting and training
employees, creating compensation plans, employee relations and
development, and performance management.

In addition, HR processes may include reviewing and evaluating

existing HR policies, procedures, and practices, as well as
implementing new HR policies to ensure compliance with legal
requirements, promote organizational effectiveness, and create a
positive work environment.

CONCLUSION

As the name suggests, the 5P model is based on five fundamental

aspects: purpose, principles, process, people and results. Within
this framework, aligning and balancing these five principles leads
to business success. Each of the five P’s represents a different
strategy approach. These include Plan, Proposal, Model, Location
and Perspective. These five elements enable the company to
develop a more effective strategy.

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