Developing a policy framework for human resource management subsystems

The importance of human resource management subsystems to the policy environment has become very important. The world is moving more and more towards globalization and becoming increasingly competitive. Under these circumstances, some organizations will naturally be more successful than others in terms of the HRM package. The purpose of this study is to present the framework of HRM subsystems policy. From the point of view of research philosophy, this research is based on the philosophy of interpretivism, and accordingly, the applied approach of research is inductive approach, and finally, the research method is based on qualitative content analysis. In addition, this research in light of the purpose and general orientation is the fundamental. The source of data collection is documents, books and highly cited articles. The method of data analysis is theme analysis, in which the comprehensive theme (5 themes), the organizing theme (102 themes) and the basic theme (51 themes) are examined. These pervasive themes include the soft dimensions of human resources and the hard dimensions of human resources. The results of this study showed that human resource management subsystems can be divided into five subsystems: recruitment (6 themes), training and development (8 themes), performance appraisal (10 themes), compensation (15 themes) and labor relations (9 themes). Finally, some suggestions are made based on the research findings. Finally, according to the findings of the research and applied methodology, some suggestions have been made.