64 Approaches to HRM and L&D l E a r N i N g O u TCOM E s On completing this chapter you should be able to define these key concepts. You should also understand: What the concept of HR architecture means What an HR system looks like The basic features of the key HR practices of organization design and development, employee resourcing, learning and development, performance and reward management, managing the employment relationship and employee relations The nature of an HR delivery model Introduction HRM is delivered through the HR architecture of an organization, which includes the HR system, HR practices and the HR delivery model adopted by the HR function. HR architecture HR architecture consists of the HR systems, processes and structure as well as employee behaviours. It is a comprehensive representation of all that is involved in HRM, not simply the structure of the HR function. As explained by Becker et al (2001: 12): `We use the term HR architecture to broadly de- scribe the continuum from the HR professionals within the HR function, to the system of HR-related policies and practices, through the competencies, motivation and associated behaviours of the firm's employees.' It was noted by Hird et al (2010: 25) that `this architecture is seen as a unique combina- tion of the HR function's structure and delivery model, the HR practices and system, and the strategic employee behaviours that these create'. Purcell (1999: 38) suggested that the focus should be on `appropriate HR architecture and the processes that contribute to organizational performance'. Becker and Huselid (2006: 899) stated that: `It is the fit between the HR ar- chitecture and the strategic capabilities and business processes that implement strategy that is the basis of HR's contribution to competitive advantage.' The HR system The HR system contains the interrelated and jointly supportive HR activities and practices which together enable HRM goals to be achieved. Becker and