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Warwick Model HRM

The Warwick Model is a human resource management model that was developed by researchers at Warwick University. It maps the connections between external environmental factors and how HR adapts to changes in these factors. The model has five components: the outer context of macro environmental forces; the inner context of firm-specific factors; the business strategy context of objectives and tactics; the HRM context of role and organization; and HRM content of policies and functions. A key strength is how it balances the impacts of inner and outer contexts on business strategy and HR, but it lacks clear feedback loops between HR practices and business outcomes.

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Ayush Bhole
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1K views14 pages

Warwick Model HRM

The Warwick Model is a human resource management model that was developed by researchers at Warwick University. It maps the connections between external environmental factors and how HR adapts to changes in these factors. The model has five components: the outer context of macro environmental forces; the inner context of firm-specific factors; the business strategy context of objectives and tactics; the HRM context of role and organization; and HRM content of policies and functions. A key strength is how it balances the impacts of inner and outer contexts on business strategy and HR, but it lacks clear feedback loops between HR practices and business outcomes.

Uploaded by

Ayush Bhole
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Warwick Model

Warwick model
 The Warwick Model was developed by Hendry and Pettigrew,
researchers at Warwick University. 
 The Warwick Model is a Human Resource Management (HRM) Model
that maps the connection between the external and environmental
factors and explores how HRM adapts to changes in these factors. 
 More specifically, the Warwick model identifies and classifies
important environmental influences affecting HRM. It recognizes that
business strategy and HRM are affected by external and internal
factors. These supply the Context and Content in which HRM takes
place. 
 The model emphasizes the integration of HRM with other key
business functions such as finance and marketing, in order to create a
holistic approach to managing people and organizational
performance.

 The model also stresses the importance of developing a corporate


culture that is conducive to employee engagement, motivation, and
productivity.
Elements of Warwick Model

 It has 5 components:-

 Outer context
 Inner context
 Business strategy Context
 HRM context
 HRM content
Outer Context
• The Outer Context mainly focuses on Macro Environmental Forces that are
• Socio-Economic
• Technical
• Political-Legal
• Competitive
• This includes the factors of the external environment that impacts upon the
human resource management.
• It includes Situational factors like Socio-economic situations Technical,
political,legal competitiveness of industry
Inner Context

 The Inner Context mainly focuses on specific firm or micro environmental factors
 Culture
 Structure
 Politics/Leadership
 Task-Technology
 Business Outputs
 this consists of factors within the organization like culture, leadership, task-
technology, business outputs
BUSINESS STRATEGY CONTEXT

 It is necessary to know the factors that help meet the strategic


criteria they are
 Objectives
 Product Market
 Strategy and tactics
 HRM content and inner context influences on it.
HRM Content

 It Identifies and classifies important environment influences on


HRM. Same as HR policies in Harvard Model
 It includes HRM functions like recruitment, selection,T&D,
Promotion, retirement and termination
 Transparent reward system includes pay systems incentives and
bonus that helps to motivate employees.
 Employees must get delegated level of authority and responsibility
to feel accountable and responsible towards job.
HRM Context

 Role
 Definition
 Organization
 HR Outputs
Warwick Model Advantages

 In general, the Warwick Model of HRM tries to balance inner and


outward context impacts, especially when there is no agreement.
 The two contexts feed the overarching approach, which in turn
feeds the context and content.
 HR implementation then feeds back into both inner and exterior
environments, impacting both directly and indirectly through social
forces
Warwick Model Disadvantages

 The lack of a clear feedback loop between internal HR practices and


external company outcomes is the model's fundamental flaw.
 Instead, feedback loops must filter through several contexts,
causing them to become muddled and making it more difficult to
discern which inputs cause which effects
Strength Weakness

 Maps the Connection between  Internal HR Practices links with


inner and Outer Context. business outputs and
 Emergent Business Strategy performance are not developed
 Organizational Learning  Emergent strategy can be
anarchical.
 Alignment of internal and external
and external contexts for success.
Thank you!!

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