Various studies explore strategic HRM. Two definitions dominate the theory yet in strategic human resource management (SHRM): Wright and McMahan (1992), and Devanna, Fombrun, and Tichy (1981). Gürhan model benchmarks those models with performance and strategy dimensions. Performance and strategy enable firms to achieve organizational goals. In SHRM definition, HRM contributes to firms’ organizational objectives. Third dimension in the model is system. System increases impact of HRM practices on individual and firm performances. To conclude, Gürhan model combines variables of American HRM style: performance, strategy, system.