Types of hr strategy

Sick days and personal leave for bereavement, jury duty, voting, etc. Performance evaluations and salary increases Performance improvement Behavioral science[ edit ] Behavioral science is the scientific study of human behavior.

Types of hr strategy

Strategic HRM can be regarded as a general approach to the strategic management of human resources in accordance with the intentions of the organization on the future direction it wants to take. What emerges from this process is a stream of decisions over time, which form the pattern adopted by the organization for managing its human resources and define the areas in which specific HR strategies need to be developed.

HR strategies will focus on the specific intentions of the organization on what needs to be done and what needs to be changed. This chapter starts by defining what HR strategies are and what they set out to do, continues with descriptions of different types of strategy with examples, and concludes with a list of the criteria for an effective strategy.

The purpose of HR strategies is to guide development and implementation programmes. They provide a means of communicating to all concerned the intentions of the organization about how its human resources will be managed. They enable the organization to measure progress and evaluate outcomes against objectives.

Types of HR strategies • Because all organizations are different, all HR strategies are different. There is no such thing as a set of standard characteristics. But two basic types of HR strategies can be identified. Types of HR Strategy. The high performance work system (HPWS) is a type of human resource strategy, which focuses on effectiveness of workforce staffing principles and training. ‘The HR strategy is to stimulate changes on a broad front aimed ultimately at achieving competitive advantage through the efforts of our people. In an industry of fast followers, those who learn quickest will be the winners’ (HR Director).

There is no such thing as a set of standard characteristics. Some strategies are simply very general declarations of intent. Others go into much more detail.

Types of hr strategy

But two basic types of HR strategies can be identified. Overarching HR strategies Overarching strategies describe the general intentions of the organization about how people should be managed and developed and what steps should be taken to ensure that the organization can attract and retain the people it needs and ensure so far as possible that employees are committed, motivated and engaged.

They are likely to be expressed as broad-brush statements of aims and purpose, which set the scene for more specific strategies. The following are some examples of overarching HR strategy statements: The Human Resources Integrated Approach aims to ensure that from whatever angle staff now look at the elements of pay management, performance, career development and reward, they are consistent and linked.

The major factor influencing HR strategy was the need to attract, maintain and retain the right people to deliver it. The aim was to introduce a system that complemented the business, that reflected the way we wanted to treat our customers — treating our people the same.

What we would do for our customers we would also do for our people. We wanted to make an impact on the culture — the way people do business. We are driven to getting the people issues right in order to deliver the strategy.

We put people very much at the front of our strategic thought process.

If we have the right people, the right training, the right qualifications and the right sort of culture then we can deliver our strategy. We cannot do it otherwise. Based on the principle that staff who are enjoying themselves, are being supported and developed, and who feel fulfilled and respected at work, will provide the best service to customers.

The business strategy defines what has to be done to achieve success and that HR strategy must complement it, bearing in mind that one of the critical success factors for the company is its ability to attract and retain the best people.

Strategic HR Planning | HR Planning | HR Toolkit | caninariojana.com

HR strategy must be in line with what is best in industry. The only HR strategy you really need is the tangible expression of values and the implementation of values… unless you get the human resource values right you can forget all the rest.

Managing Director A manufacturing company: The HR strategy is to stimulate changes on a broad front aimed ultimately at achieving competitive advantage through the efforts of our people. In an industry of fast followers, those who learn quickest will be the winners. HR Director A retail stores group:‘The HR strategy is to stimulate changes on a broad front aimed ultimately at achieving competitive advantage through the efforts of our people.

In an industry of fast followers, those who learn quickest will be the winners’ (HR Director). The first of the three types of strategy is Business. It is primarily concerned with how a company will approach the marketplace - where to play and how to win.

Transformational strategy is generally the domain of Human Resources, organizational development, and consultants.

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Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals.

Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.

Key considerations in HR strategy formulation The strategy formation process is complex. Assess feasibility – from an HR point of view Business strategy may be an important influence on HR strategy but it is only one of several factors.4/4(4).

The first of the three types of strategy is Business. It is primarily concerned with how a company will approach the marketplace - where to play and how to win. Transformational strategy is generally the domain of Human Resources, organizational development, and consultants.

HR strategy is so simple to be a midiator between the employer and the emloyees. don't ever give an employee something he don't deserve and never act against the best interest of the company.

at the same time according to labor law and HR rules and regulations in case there an employee was treated.

The Importance of the Human Resource Strategy | Bizfluent