evaluation of hr practices

1. 5C MODEL OF HRM IMPACT
Presented by:
Surbhi Mathur

2. Introduction
• Executives , investors , customers , and HR
professionals make judgment about the
effectiveness of the HR function in the numerous
areas that ca be grouped into five clusters -

3. Compliance
Client
Satisfaction
Culture
management
Cost control
Contribution

4. Compliance
Ensure that organizational practices comply
with the law in areas such as:
• employment
• equity
• industrial relations
• employer- employee relationships
• Safety, health, etc..
• Current trend: increasing request for ethical
conduct of companies

5. Client Satisfaction
• Internal
eg. Bosch : ICSS
• External
“Close the gap between client’s expectation and
satisafaction”
 Methods
• Informal feedback
• Surveys
• Critical incident method

6. Culture Management
• Highly effective organization promote optimum
performance through culture
• Monitoring and managing employee attitudes
• Attitudes : perceptions or opinions about
organization characteristics
• Most frequently measured attitudes:
▫ Job satisfaction
▫ Commitment

7. Cost Control
• Increase efficiency with effectiveness and reduce
costs(absences or accidents)
• Employees need to be viewed as investments
and not expenses in order to control costs
• Increasing efficiency : time , volume , cost
• Reduce Cost of employee behavior :
Eg. absenteeism , termination , replacement , loss
of revenue

8. Contribution
HRM practices shape the behaviour of employees
within an organization; therefore, helps the
organization achieve its goals.
• Positive effect on employee performance
• Increase knowledge, skills, and abilities
• Improve motivation