How To Develop HR Strategy
HR Strategy is used a an assimilating force, liking various threads together into an overall strategic force which is consistent with the overall business strategy. HR Strategy aims at achieving significant change in main areas: Communications, Involvement, Performance Management, Reward Management and Sustainability. This measures each aspect of the strategy where new developing channels are grow and make sure that everyone knew and could come ahead to discuss the proposal of the business strategy.
(a) Effective integration of HR strategy is better achieved if the top management is involve with the origination and formulation of business strategy. HR Strategies could be based on information including:
(b) the external environment with the supply of people and with the available skills.
(c) the internal environment with commencing new developments, new technologies, new requirements and the need of multi - skilling.
Lets now have a look what will be the steps in developing strategy which ultimately becomes a key source in formulating and carrying out business strategy.
Human resource management strategy should answer to three fundamental questions:
(a) What could be the plan to acquire and retain the qualitative people to meet the needs of the organization?
(b) How we will make sure that they are well- motivated and committed to their roles?
(c) What measurable actions are needed to train, develop and make employee efficient to respond the responsibilities to meet the demands for different skills and abilities?
The aim of HR acquisition and retention strategies should be dealt with on the one side to accomplish the organizational goals will not get affected by the resource shortages and on the other side surpluses are dealt with best time with the least personal adversity and disruptions to employee relations. Acquisition of resources are measured by meeting the required skills and abilities. Availability of which is searched internally as well externally. Retention is judged and decided on the company's experience of retention and the issues they overcome with. Retention also depends on how the organization uses their skills and talent and generate scope for more productivity.
Motivation strategy can help in achieving the aim to increase the effective contribution of employees to meet the objectives. Positive effect in implementation of motivation strategy will refer to the performance management and rewards systems. Motivation mostly affected by the quality, efficiency and involvement of leadership in an organization, that's why the selection, training and development of effective leaders should be the important part of the strategy.
Human Resources development is not only depends on how the strategy is well formulated but it is concern with developing resources with effective training programs to meet new techniques demanded by the organization. To serve employees with new opportunities and challenges they could be well trained and this process could be ongoing to meet coming requirements.
Another developing strategy which consists of employee relations. Developing policies, systems and rules which maximize the cooperation in management and employees for their mutual benefits.
The strategy implies with enhancing mutuality and improving relationships in establishing and maintaining the rules and procedures. It covers the negotiation strategy which make employees to involve or interfere in the organization's affairs and communicating them about organization's upcoming plans.
Implementation of Strategies
Implementation could involve through the terms of Preparation, Acceptance, Commitment, Following and Feedback.
Preparation before implementing strategies could be kept in mind such as how the implementation will take place, how it is convinced and how it is kept in the front of employees. It is in the form of policies, rules, training or rewards.
Acceptance to the executed strategies is the most important part into implementation. However it should put into practice but acceptance is the positive response given by the employees which is ultimately the response to the new techniques or commitments the organization will challenge in the future.
Commitment is an element where employee's trust is build. Commitment of giving equal opportunities is the part on which every employee has an eye. Commitment as a strategy can impact highly when it comes giving the rewards for the best achieved employees. Commitment in the form of implementing policies and offered facilities and benefits can also be considered by the employees which can effect and could be taken into consideration while implementing the strategy.
Following the opinions, views and new ideas of the employees is a result in meeting the targets and goals set to implement the strategy. Giving chance and challenges to perform the role is not only be treated as a given opportunity but accepting the outcomes and following them to improve the work environment. Accepting the results is the positive impact where employees feel they are consider where implementing strategy will make easier.
Regular feedback is the vital process which could be mandatory to follow by every organization. Feedback only in the case work improvement just is not enough but while implementing strategy the process where the work of employees can be considered, at a stage where can be revised, the step where the acceptance take place, the feedback plays an important role to recheck the procedure from the origin. Feedback at each level is judged and getting approved is the positive in implementing the path.
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