The document discusses human resource strategies and their development and implementation. It outlines two key elements of HR strategies as strategic objectives and plans of action. It also describes different approaches to developing strategies, including considering vertical and horizontal fits. The document emphasizes that most time is spent implementing strategies rather than planning them, and notes that HR policies provide guidelines for treating people while change management is also discussed at a high level.

1. GROUP
FOUR
PAM
ELA,NAA
ADJELEY, NELLY, EDW
INA,AFUA,ISHM
AEL

2. HUMAN RESOURCE STRATEGIES
2 KEY ELEMENTS
STRATEGIC OBJECTIVES
PLAN OF ACTIONS
TWO BASIC TYPES OF STRATEGIES
General Strategies : GCB (high performance management)
Specific Strategies : Barclays Learning Management System
(L.M.S.)
Different Approaches have Been Formulated in Developing HR Strategies:
Becker and Huselid (1998): Five Fundamental Questions
Tyson and Witcher (1994): Different approach reflect different ways to
manage change
DEVELOPING & IMPLEMENTING HR STRATEGIES

3. DEVELOPING STRATEGIES
Vertical Fit
Maersk Line has a strategy of Resourcing. This strategy is in Sync
with the other business units strategy of recruiting and retaining
employees. It also include using sophisticated selection
procedures.
HORIZONTAL FIT OR INTEGRATION
(BUNDLING)
H.R. Devt. Strategy (Bundle Strategy developed by GFZB)
•Resourcing: attract/poach/retain people
•Learning and Devt of employees

4. SETTING OUT THE STRATEGY
 Basic consideration
 Content
 Rationale
 Implementation plan
 CBA
IMPLEMENTING HR STRATEGIES
80% of time spent on strategic management
20% spent on planning their implementation

5. HRM POLICIES
These are guidelines on how people should be treated

6. CHANGE MANAGEMENT

7. CHANGE MANAGEMENT