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The human resource model helps explain the role of HR in business. In this article, we will go over the 5 most effective HR models. This model allows us to explain what the role of HR is, how HR adds value to the business, and how business affects HR.

The best known HR model is the Standard Causal Model of HRM. The model is based on many similar models published throughout the 90’s and early 2000’s. The model shows that there is a chain that starts with the business strategy and ends, through the HR process, with (adjusting) the financial performance.

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The model shows that HR activities that are aligned with the organization’s strategy lead to business success. According to this model, HR will be effective only if its strategy is in line with the business strategy (according to the best theory). HR strategy is derived from all strategies.

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HR practices follow the philosophy of HR. Examples include hiring, training, evaluation, and compensation. These HR practices lead to certain consequences. Examples include commitment, productivity, and cooperation.

These HRM outcomes lead to improved internal performance. Examples include productivity, innovation, and quality. These results lead to better financial performance (such as revenue, financial conversion, better profit margins, and ROI).

Both relationships are independent of HRM, which shows that some HR practices can directly improve internal performance. For example, good training can lead to better performance, without necessarily affecting HR results.

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Regression models show that financial performance sometimes leads to greater investment in HR practices and better HR outcomes. When work is strong, employees are generally more engaged (HR benefits).

This shows that the relationship in the model is not always unidirectional. In general, however, the human resource model shows how to develop HR strategies and the impact of HR on the internal processes and financial results of the business.

A different HR model often used to model what we do in HR, is the 8-box model by Paul Boselie. The 8-box model shows the different external and internal factors that affect the effectiveness of what we do in HR.

First of all, you look at external marketing content, external marketing content, organizational content. organized, and public content. These are external forces that affect the way we do HR.

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For example, if there is a shortage of certain skills in the market, this affects how we make our products, hire and hire, compared to when there are people working properly. The organizational context is also changing: legislation affects the way we work in HR (eg the day-to-day impact on HR) while trade unions and councils limit what we can do.

The core process begins with configuration. Company history, culture and technology are all factors that influence how we communicate in HR, what we want to achieve, and how effective we are in our HR policies. All these factors affect our HR strategy.

Showcase your HR process. Try our resume tool to determine the direction you want to move forward based on your career goals and HR skills.

The HR value chain is one of the best practices in HR. It is based on the work of Paauwe and Richardson (1997) and develops the differences of the above model on how HR works.

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According to the HR value chain, everything we do (and measure) in HR can be divided into two groups: HRM activities and HRM results.

If we only focus on evaluating HRM activities, we will focus on reducing costs (ie increasing efficiency). However, we should focus on HRM results because this will help improve our processes with our goals.

For example, we want to spend a few days longer hiring a new employee (time to hire, performance evaluation) if this person is better in the company (work well, metric results). The goal should be to get the best people in the right positions, don’t cut corners and hire people as cheaply and quickly as possible. This shows why we should focus on measuring results rather than activities.

When HRM activities and HRM results hit their mark, they should be more effective. This means that when we hire the right people, send people to the right training, and retain our key employees, the company’s performance increases.

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The literature also shows the opposite: when the company’s performance is higher, HRM activities increase. This is because more profitable companies tend to invest more in HR activities, including HR software and training and development for their people.

We have researched a lot of literature but we could not find a source for this model. . This model is similar to the HR value chain but with two important differences.

First, the performance of the organization is determined in the equation score. The balanced scorecard contains key performance indicators from a financial perspective, a customer perspective, and a process perspective. These are included in the HR value chain. This information helps to increase efficiency and show the added value of HR to the business.

Second, the model starts with multiple HR enablers. These employees are essential to what HR does in business. This includes HR systems, budgets, professionals, and other important factors. The assumption is that these workers must be in order for the value chain to work. effectively.

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If HR lacks well-trained professionals, if budgets are limited, or if processes are outdated and stifle innovation, HR will be less effective in achieving HR and business benefits.

This article lists 5 human resources standards you should know. I want to end with a warning. Brilliant studies have produced different patterns that are sometimes similar, and sometimes very different. However, the model is not complete.

The model is by definition a simple reality and this is true for all the HR models we have discussed above. This is also a good thing: patterns can help us show what we should do to get the desired result.

Erik van Vulpen is the founder of . He is an expert in shaping modern HR practices by bringing new technologies into the HR context. He is internationally recognized as an HR thought leader and speaks frequently on topics such as People Analytics, Digital HR, and the future of work. HR certification is often seen as a great way for HR people to gain new knowledge. , earn more and advance in their work. But how much is this HR certification worth? Is it worth your time and money to find one?

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In the HR profession, obtaining an HR certificate is often seen as a great way for HR professionals to learn new skills, earn more and advance in their careers. But how much are these HR certifications worth? Is it worth your time and money to find one?

In 2018, there are many certifications that HR professionals can pursue. However, we have not found hard research or data to help HR professionals decide which HR certifications are worth pursuing. For example, what skills and knowledge are expected to be obtained from each certificate? Who will give the HR staff the best benefits? How does the certification affect careers and the ability to move into management and leadership?

To find the answer, collect salary and demographic data from more than 102,000 respondents who completed our online salary survey. These respondents had an HR degree and 34 percent reported that they had at least one HR certification. We analyzed the impact of various HR certifications on wages and employment for HR professionals in the United States.

For this study, we evaluated 10 different certifications from four HR member organizations including SHRM, HRCI, World of Work and the Institute for Professional Excellence in Teaching.

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To determine the impact certification has on salary and career advancement for HR professionals in the United States, we looked at the data through multiple perspectives. First, we developed a statistical model to estimate the amount of support one can expect from having a specific HR certification, while controlling for other factors that affect wages such as job title, business and location.

In addition, we measured the average salary for HR pros with and without certification, the ratio of Salary incentives for adoption by major cities and industries. Additionally, we examined how much income has increased for certificate holders over the past decade. Last but not least, we looked at the promotion for those who have a certificate vs. Those who do not.

We found that in most cases, having an HR certificate is beneficial in terms of salary and career advancement.

HRCI – HR Certification Institute – has been providing certification for over 40 years. It is well recognized in HR

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