Famous authors John Kew and John Stredwick have identified the 10 C’s in Human Resource Management in their book “Human Resource Management in a Business Context.”
The 10 C’s of Human Resource Management is a framework that incorporates the 10 elements, each conveniently beginning with ‘C’.
These 10 C’s are useful to HR practitioners to determine how Strategic Human Resource Management (SHRM) affects three separate stakeholders: employee, organization & society.
10C’s Model of HRM or 10 C’s of human resource management are;
Comprehensiveness
The HRM strategy must include all the aspects of people management, from recruitment to post-separation programs.
Credibility
The HR practices must build trust between staff and top management and encourage employees’ belief in HRM strategies.
Communication
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.
Cost-effectiveness
The reward and promotion system must be fair.
Creativity
The competitive advantage of the company must stem from its unique HR strategies.
Coherence
HRM activities and initiatives must form a meaningful whole.
Competence
HRM strategy will be crafted so that the organization becomes competent to achieve its objectives with the support of individual competencies.
Control
HRM policies and practices must ensure that the performance of HR is consistent with business objectives.
Change
The basic premise of HRM strategy is that continuous improvement and development are essential for survival.
Commitment
The last C stresses that employees must be motivated to achieve organizational goals.