Configurational models are perhaps one of the most comprehensive, but also complex ways of examining HRM. A configurational model provides a holistic overview of the HRM system, examining how a pattern of multiple independent variables (e.g. various bundles of HR practices) are related to a given dependent variable (e.g. employee performance). In technical terms a configuration model refers to ‘any multidimensional constellation of conceptually distinct characteristic that commonly occur together’ (Meyer et al., 1993, p. 1175). This holistic basis of inquiry makes configuration models distinct from universal approaches that examine simple and direct relationships. Configurational models adopt the logic of equifinality, i.e., that there are multiple, equally effective ways of meeting the same desired outcome. Configurational models therefore propose a systems-based analysis that captures both the intended objective and the various means of achieving that objective. As a result, configurational approaches typically propose typologies or ideal types.