A well designed HR Model has all its component parts fully integrated and aligned. Otherwise it is not an effective functioning System. For example, you can’t have a Performance Management System that rewards effort, if your variable pay system does not individualise and link pay to performance/output. You cannot Recruit for future potential if your training system does not build capability, you cannot grow or accelerate talent, if your Talent Management System does not have a career ladder component, you cannot build strong employee engagement, if you don’t conduct employee voice surveys and you cannot build teamwork, if your recognition systems do not celebrate it, etc.
When changing or upgrading any aspect of your HR Model, spend time assessing its impact on all other aspects of the model and lookout for disconnects. They are clues your HR approach is sub optimised. All best practice HR Models are a series of sub HR component systems, which should all feed into each other and build upon each other to ensure effective support for best business outcomes, while simultaneously facilitating and enabling employees to grow & flourish.