HRMefforts to the organization’s strategy, presenting a “5-P Model” of SHRM activities. Consistent with prior research, we define SHRM as “the pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals” (Wright & McMahan, 1992, p. 298). This 5-P model suggests that organizations
The5-p’s model of HRM: Philosophy: Expressed in statements defining business values and culture. It expresses how to treat and value people. 10 Human Resource Management Assignment Department of Management First Year 2009 E.C Policies: Expressed as shared values and guidelines.
Theuniversalist or best practice model of HRM ind icates that soft HRM practice will result in positive organizational outcomes for all organization s in all industries (Walton, 1985; Becker and
The5P’s HR Model As its name suggests, this HR model is based on five core aspects: purpose, principles, processes, people, and performance. The purpose of the model is to ensure that all aspects of the organization are working towards the

Themain aim of this study is to explore the mediating effect of innovation in the relationship between human resource management (HRM) practices and organizational performance. HRM practices are

Figure1. Model of the mediation design: HRM practices affect work engagement indirectly through relational psychological contracts. The present study contributes theoretically to research on HRM (Jiang et al., 2012) by examining HRM practices with work engagement as an outcome. Despite the high likelihood
specialistknowledge of HRM (for example, on legal requirements and agreed practices; Hall & T orrington, 1998; Lowe, Model 1 Model 2 Model 3 Model 4 Model 5 Model 6. Constant 3.55 4.0 0 3.96
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    • 5 p model of hrm example