Business models for the human resource management discipline: A key instrument for selection, implementation and optimizing your HRM system

Abstract

This article starts with describing what the surplus value of modeling is for the processes of selection, implementation and optimization of human resource (HR) systems in terms of money, time and quality. The second part explains the architecture of the HR model. Eight components are defined: organization; human resource logistics; compensation and benefits; employability management; relations; health, safety and environment; information strategies; and employee administration. Within these components all generic HR processes are defined by means of best practices.

Citation

Houtzagers, G. (1998), "Business models for the human resource management discipline: A key instrument for selection, implementation and optimizing your HRM system", Empowerment in Organizations, Vol. 6 No. 7, pp. 187-196. https://doi.org/10.1108/14634449810242675