Warwick Model of HRM Advantages
In general, the Warwick Model of HRM tries to balance inner and outward context impacts, especially when there is no agreement. The two contexts feed the overarching approach, which in turn feeds the context and content. HR implementation then feeds back into both inner and exterior environments, impacting both directly and indirectly through social forces.
Warwick Model of HRM Disadvantages
The lack of a clear feedback loop between internal HR practices and external company outcomes is the model’s fundamental flaw. Instead, feedback loops must filter through several contexts, causing them to become muddled and making it more difficult to discern which inputs cause which effects.