HRM in Action: The PRISM–LEAD–SELF Framework for Defensible Decision-Making
DOI:
https://doi.org/10.33423/bza8p715Keywords:
management, Human Resource Management (HRM), PRISM–LEAD–SELF framework, HR decision-making, stakeholder diagnosis, configuration–action fit, organizational change, decision traceabilityAbstract
Human resource (HR) interventions often move from reported problems to preferred solutions before organizations establish whose experience defines the issue, which conditions explain it, and whether the response is feasible and defensible. This paper develops PRISM–LEAD–SELF as a traceable process for HR decision-making. PRISM structures multi-stakeholder evidence, LEAD interprets organizational control conditions, and SELF evaluates Strategic, Ethical, Legal, and Financial implications. Configuration–action fit links diagnosis to action by distinguishing immediate implementation requirements from longer-term developmental conditions. The framework advances constructive processing of stakeholder divergence and traceability, and proposes testable relationships with readiness, legitimacy, acceptance, and error correction.
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