2. ORGANIZATIONAL HR STARTEGIES
organizational HR strategy is a roadmap for solving an organization's biggest
challenges with people-centric solutions. This approach requires HR input during
policy creation and elevates the importance of recruitment, talent management,
compensation, succession planning and corporate culture.
By creating an organizational strategy, you're establishing the priorities and setting
the direction for your business. It defines your view of success and also prioritizes
the types of activities that will make that view a reality.
3. The organizational strategy makes good business sense for a number of reasons :
Strategic alignment of HR
Delivering the strategy
Effective training and development
Improved recruitment and retention
HR drives strategy
4. Strategic alignment of HR
HR executives are sometimes left to deal with only administrative functions, such as
recruitment, performance measurement, training and compensation. These processes
are important, but on their own, they don’t show how an organization should plan for
the human resources to deliver on its plans and ambitions. Empowering the HR
department may add value to the organization’s business strategy as it undertakes the
functional activities in a manner that supports growth and success.
Delivering the strategy
An effective HR strategy that has clear links to the business strategy can enhance the
organization to align its activities better with its human resources.
5. Effective training and development
Organizations are affected by many external and internal factors that can change the
nature of individual job roles and need for skill sets. An HR strategy linked to the
organizational strategy is better placed to anticipate any such change.
Improved Recruitment and Retention
Employees who are supported and trained in their jobs tend to be happier and more
productive. Moreover, organizations with a positive reputation face fewer hurdles to
effective recruitment.
6. HR Drives Strategy
HR strategy is at the center of an organization's overall capacity and capability. Having
a clear concept of the employees and their different skills can help an organization
have the required development and growth. Organizations see HR as a key driver of
strategy and integral to their future success.
7. Functional HR strategies
Business management and strategy
Workforce planning and employment
Human resource development
Total rewards or compensation
Employee/labour relations
Risk management
8. Business management and strategy
Sometimes it reffered to as “the business of business”.it involves understanding
information from inside the organization,and from external sources such as market
trends to align the corporations human capital with its own needs.people involved in
this area develop strategies and actions to best utilize staff and management to meet
the corporate response to the information
Workforce planning and employment
This area of functional human resource management deals with staffing .once aneed is
identified ,the manager must not only define the position ,but decide where and when
to advertise openings.recruitment involves screening applicants and conducting
interviews as well
9. Human resource development
This area is important because its benefits both worker and management.development
specialist identify places where skill development is needed.development personnel
may conduct the trainings themselves or bring in trainers
Total rewards or compensation
This division of fuctional human resource management deals with one of the largest
expenses of a corporation.it included direct compensation like wages and bonuses as
well as indirect compensation given as benefit packages.human resource workers in
the department work with payroll processing,benefit enrolment and proper handling
of insurance claims
10. Employee /labour relations
Workers in this arena must understand collective bargaining and compliance
guidelines. The goal is to balance corporate and employee needs.this include morale
management such as developing incentive and recongnition programs.it also involves
the implementation of performance appraisal procedures and routine evaluations
Risk management
Profeesionals in this arena develop safety policies and conduct safety audits of the
corporations to assure they are in compliance with state nad federal mandates. They
also provides safety trainings and assist in accident report ing procedures
