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HR practices are required to implement HR policies and programmes. Resources, training, reward and recognition, and employee relations are just a few of the many aspects of HR that fall under this umbrella term. Finally, HR strategic plans and policies are implemented through HR processes.

The 5P's HRM Model was created in 1992 by Randall S. Schuler, a famous researcher with interests in strategic HRM, global HRM, organisational HRM, and the interaction between corporate strategy and HRM.

The five pillars of the 5Ps Model are purpose, principles, processes, people, and performance, as the name suggests. According to this framework, the alignment and balance of the aforementioned five principles will lead to the firm's success.

The structure outlines 

  • Purpose is defined as the vision, charge, and primary goals of the organisation.

  • Principles are functional protocols set to lead to achieving a purpose. 

  • Processes include organisation architecture, systems, and methods of operation;

  • People are the most important human resource, performing tasks in accordance with the designated principles and processes;

  •  Performance, in the end, is a result that can be measured by the relevant norms.

M.G. Pryor, C. White, and L. Toombs used the same factors in 1998 as a tool for long-term business continuity and growth. The system is triggered by strategy, the system influences staff mood, and staff mood triggers performance.

Simply put, the performance of the organisation is directly related to the performance of the people involved in processes and guided by organisational goals and principles, according to the 5P's HRM Model.

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