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HR Strategy Overview and Implementation

HR strategies aim to meet business and human needs in an organization. They articulate what an organization intends to do regarding its HRM policies and practices now and long term. An organization formulates strategic plans and goals, and determines the employee skills and behaviors needed to achieve them. The organization then puts in place recruitment, selection, training, and HR policies to develop those required skills and behaviors. Effective recruitment and selection strategies are crucial for organizational success. Compensation strategies reward employees for desired behaviors and organizational results. Strategies to improve employee relations promote a comfortable work environment where people feel motivated and responsible.

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Zaw Ye Min
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11 views1 page

HR Strategy Overview and Implementation

HR strategies aim to meet business and human needs in an organization. They articulate what an organization intends to do regarding its HRM policies and practices now and long term. An organization formulates strategic plans and goals, and determines the employee skills and behaviors needed to achieve them. The organization then puts in place recruitment, selection, training, and HR policies to develop those required skills and behaviors. Effective recruitment and selection strategies are crucial for organizational success. Compensation strategies reward employees for desired behaviors and organizational results. Strategies to improve employee relations promote a comfortable work environment where people feel motivated and responsible.

Uploaded by

Zaw Ye Min
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

HR Strategy

December, 2017, NO; 1


Strategy is a course of action the company can pursue to achieve its strategic aims.
Strategy management process include seven steps; (1) ask “What business are we now?” (2)
evaluate the firm’s internal and external strengths, weakness, opportunities and threats, (3)
formulate a new business direction, (4) decide on strategic goals, (5) choose specific strategies
or courses of action, steps (6) and (7) are to implement and then evaluate the strategic plan. HR
strategies set out what the organization intends to di about its HRM policies and practices and
how they should be integrated with the business strategy and each other. They are described by
Dyer and Reeves (1995) as “internally consistent bundles of human resource practical”.
The purpose of HR strategies is to articulate what an organization intends to do about its
HRM policies and practices now and longer term. HR strategies aim to meet both business and
human needs in the organization. HR strategies may set out intentions and provide a sense of
and direction but they are not just long term plans because all of organization are different, all
HR strategies are different. Organization formulates strategic plans and goals. And ask “What
employees skills and behaviors will need to achieve these plans and goals?”, “Specifically what
recruitment, selection, training and HR policies and practices should put in place to produce
require employee skills and behaviors?”. One of organization may be success or fail because of
the ability of its employees. It depends on their organizational capacity and ability of their
employees. Thus, recruiting process will be recruited the requirement of organization skills,
experiences, competencies and will be selection “right place and the right person”. Having an
effective recruitment and selection strategy is paramount is to the success of any organization.
Strategic training and development initiatives are learning-related actions that an organization
should take to help it achieve its business strategy. To contribute to an organization’s business
strategy, it is important that the training function understand and support it and provide value to
its customers. The main purpose of compensation strategy is to give the right rewards for the
right employee behaviors. Compensation is an important motivator when you reward people for
achieving desired organizational results. An effective management of compensation takes this
into consideration. Rewards from an important part of compensation strategy. Strategies to
improve employee relations for the organization to perform better it is important that the
employees are comfortable with each other. People feel responsible and motivated to do good
work and enjoy their work rather than taking it as a burden. It is important that the management
promotes healthy employee relations at workplace to extract the best out of each individual.
The idea of SHRM is to promote high performance workplaces and human capital
management. Strategic orientation of human resources management is important for all
organizations. It simply requires the alignment of every HR function with business strategy.

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