HR Strategy

Posted in Human Resource Terms, Total Reads: 731
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Definition: HR Strategy

HR Strategy is the strategy adopted by an organization which aims at integrating an organization’s culture, its employees and system by coordinating a set of actions to get the required business goals. Therefore it must be aligned to organization’s mission, vision and goals. The characteristics of the industry in which the organizations is to be analyzed and its competitive advantage need to be determined for developing an HR strategy.


The four key dimensions must be addressed in order to develop HR strategy:

1. Culture: It is the beliefs, rules and style of management of the organization

2. Organization: It is the structure, job types, job descriptions and reporting lines of the organization.

3. People: The most important part of the organization is its people. The skills level, employee potential and the capability of the management constitutes the people.

4. Human Resources Systems: It is the people focused mechanism which deliver the correct strategy for the organization- recruitment, communications, training and development, compensation and benefits etc.

 

 

The senior managers frequently in managing people element focus on only one or two dimensions and neglect the other people. Typically companies prefer to relieve their managers of bureaucracy and push for more creative and entrepreneurial spirit but then the management fail to develop a suitable compensation and training system.


When the mentioned creative or entrepreneurial flair does not appear from the employee’s work, the managers blame the employees and not the system. If an organization wants to retain the quality of work then its duties are not only to retain talented staff but also the organization needs to be reviewed and the training and compensation benefits need to be improved in order to facilitate employees in a better way.


5 ways to successful strategy

1.Align your initiatives

Strategic relevance/ Profit resource/demand risks

2.Align budgets and performance

Performance Incentives should be directly connected to strategy

3.Strategy After Structure

The structure should allow organizations to create strategies

4.Staff Engagement

Communication , Participations etc

5.Monitor and adapt

Strategies must be adaptable and flexible


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