strategicrole of human resource management (HRM). The strategic approach to HRM refers to the relationship between human resource (HR) practices and the strategic objectives, that is, the long-term goals of the organization. With the increasing recognition of the potential of human resources in providing competitive advantage, organizations have Humanresource management is about managing these people effectively. Now, more than ever, HRM is recognized as being critical to the survival and success of organizations. Continuous changes in Indeed similar proposals have been made in some of the initial models of HRM. For example, the Matching models (see Fombrun, Tichy, & Devanna, 1984) and the Contextual models (see Hendry Abstractand Figures. The aim of this research work was to analyse the role of human resource management in the development of organizational capabilities and its influence on the firm's HRMModels- Definition, Types with Advantages and Disadvantages. Although there are many different HRM models, few of them outsmart others in terms of varioustheories and models that have been used in seminal papers to discuss what this link might be, its nature, implic ations for HRM and lessons to be lea rnt at college/university level Theuniversalist or best practice model of HRM ind icates that soft HRM practice will result in positive organizational outcomes for all organization s in all industries (Walton, 1985; Becker and Themain features of the HRM policy and practice changes are outlined, along with associated changes to work design and organisation structure. Support for the most commonly discussed models of HRM in the service sector is found. Books and journals Case studies Expert Briefings Open Access. Publish with us Advanced search. In1982, Peters and Waterman utilized the McKinsey model in order to demonstrate the components that make organizations successful. Seven aspects (the seven S’s) were highlighted: strategy, structure, staff (employees), shared values (primarily organizational culture), systems, skills and style (pri-marily leadership). Therefore the basic six parts of the model: (1) the intended HR practices, (2) the actual HR practices (3) the Perceived HR practices (4) The HR outcomes (5) the critical HR goals (6) the Ultimate business goals. All have been affected and need to be adjusted as per the new challenges occurred by Coronavirus. zq2o5K.