HR STRATAGIES

 

Human Resource  STRATEGIES

HR strategies set out what the organization intends to do about the different aspects of its human resource management policies and practices. They will be integrated with the business strategy and each other. HR strategies are described by Dyer and Reeves (1995) as ‘internally consistent bundles of human resource practices’.

HR strategy must have two key elements: there must be strategic objectives (ie things the strategy is supposed to achieve), and there must be a plan of action (ie the means by which it is proposed that the objectives will be met.

 

 

 

What is HR strategy and why is it important?

HR strategy is the most important aspect of all. The strategy will determine how the HR process will run and how to make sure that it works and assists the organization to achieve their goal. When the strategy has been set up, it will be the basic foundation on how HR department make plan and do their job in all level

 

 

HR strategy examples – What makes a successful HR strategy?

·         Competitive salaries.

·         Enviable benefits packages.

·         Promotion opportunities.

·         Continuous staff training and development.

·         Transparent and regular communications.

·         Focus on employee wellbeing.

·         Investment in corporate social responsibility.

·         Employee autonomy

 

 

Globel context

 

·         In Nestle Strategic human resource management is the process by which managers design the mechanisms of an HRM system to be reliable with each other, with the organization’s plans and goals and with other essentials of organizational architecture. The main role of strategic HRM is the improvement of an HRM system that increases an organization’s awareness, worth, invention, and productivity to customers. Strategic human resource planning (SHRP) involves four distinct stages:

·         – Situational analysis/environmental scanning.

·         – Estimating demand for human resources.

·         – Analyzing the supply of human resources.

·         – Developing action plans to close any gap between human resource demand and supply.

 

Conclusion

HR strategy   is highly required for an organization in this current volatile world.

     HR strategy   would help for the continuous growth of an organizations.

 

Reference

 

Dyer, Land Reeves, T (1995) Human resource strategies and firm performance: September, pp 656–70

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