Implementation of TQM in an organization requires organization-wide efforts. These efforts are supported by strategic human resources management practices (SHRMPs) through the establishment of a culture of continuous improvement and teamwork in an organization. In this paper, 09 key SHRM practices identified from a systematic literature review are modeled using the Interpretive Structural Modeling technique. ISM model presents the graphical picture of the preferential order of these practices along with the identification of driving and dependence potential essential to the implementation of TQM in an organization. The ISM modeling of SHRMPs reveals that Leadership Commitment (LC), Employee Recognition and Reward (ERR), and Measurement and Feedback System (MFS) are the foundational practices that affect other practices like Employee Involvement and Empowerment (EIE), Team Building (TB), and Continuous Improvement Culture (CIC). From the ISM model, it can also be concluded that Hiring Practices (HP) have minimal impact on the implementation of TQM in an organization. Finally, this study concludes that strategically adopted human resource management practices contribute to the successful implementation of TQM in an organization.