10 C’s of Human Resource Management (10 C Model of HRM)

Another HR expert developed 10 principles of HRM, which is known as 10 C’s. Price presented the 10 C’s in his book titled “Human Resource Management in a Business Context”.

This framework incorporates the 10 principles, each conveniently beginning with ‘C’ – in the best management-guru style.

10 C’s are;

10 C's of Human Resource Management

  1. comprehensiveness,
  2. credibility,
  3. communication,
  4. cost-effectiveness,
  5. creativity,
  6. coherence,
  7. competence,
  8. control,
  9. change, and
  10. commitment.

These principles are useful to HR practitioners to determine how Strategic Human Resource Management (SHRM) affects three separate stakeholders: employee, organization & society.

The 10 C’s are briefly discussed below;


The HRM strategy of an organization must include all the aspects of people management, typically starting from recruitment to post-separation programs.


The HR practices must build trust between staff and top management and encourage employees’ belief in HRM strategies.


The objectives of the organization and that of HRM must be understood and accepted by all employees. The operating culture in the organization must encourage openness and be free from all barriers.


The reward and promotion system must be fair.


The competitive advantage of the company must stem from its unique HR strategies.


HRM activities and initiatives must form a meaningful whole.


HRM strategy will be crafted in such a way that the organization becomes competent to achieve its objectives with the support of individual competencies.


HRM policies and practices must ensure that the performance of HR is consistent with business objectives.


The basic premise of HRM strategy is that continuous improvement and development is essential for survival.


The last C stresses that employee is to be motivated to achieve organizational goals.

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