Causal Analysis Model in Strategic Human Resource Management and Its Future Directions

Abstract

This paper discusses three points relevant to strategic human resource management (SHRM) analysis. First, we provide a brief overview of the causal analysis model and examine its strengths and weaknesses. Second, we examine gaps between theory and practical analysis using a practical report. Third, we outline directions for future SHRM analysis. The results are as follows. First, the causal analysis model has the advantage of being an analytical method widely used across the social and natural sciences; practical business reports rarely use this approach. Second, we found a significant gap between the academic and practical reports. Third, we discussed examples of future directions for analysis, such as refining the variables covered in the causal analysis model or combining it with other analytical approaches, such as backcasting.