Different Hr Strategies Perspectives

By Author: M. Lo.
Total Articles: 1
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As with the existence of different perspectives on the business strategy, there are also different perspectives on HR strategy. In general terms, HR strategies are divided into two approaches. These are referred to as:
1) The Matching HRM Model
2) The Resource-Based Model

Both models entail positive and negative aspects, which means that they cannot be used separately as a model in developing an HR strategy. Consequently, a third model is introduced, which is used for structure or inspiration when the HR strategy is designed and adjusted to the general corporate strategy.

When working with strategy models, it is important to have a critical attitude towards existing models in order to construct a model to fit the context, in which the organisation operates. For example, the HR department should outline the frames that are adapted to the organisational culture, structure, organisational processes and management style.

"Our employees are our most important asset". This is a constant claim of top executives in the media, but if organisations do not have a formal Human Resource strategy that is coherent ...
... to the corporate strategy, the organisations do not profit from its employees as the possibilities allow for. As numerous top executives have realised the importance of a strategically based HR department, the main challenge of the HR department is to clarify and communicate their role in relation to value creation. It is argued that if the HR department improves their abilities in this field, the department's message is communicated in a manner that strengthens their legitimacy and influence.

The business strategy states the organisational direction and what changes are necessary to reach corporate targets or long-term ambitions. However, it is the individual employees, who are implementing and applying the changes. In order to achieve the business strategy targets, the Human Resource strategy has to ensure the presence of the right employees and the right organisational activities.

The HR strategy has two functions:
- To ensure that the organisation and employees are familiar with the business strategy
- To recruit employees and managers with the abilities to perform organisational activities, which otherwise would have been impossible.

The HR strategy should be an important and ongoing strategic investment supported and partially owned by top management. Managers have to understand how the HR strategy is an integrated part of the business strategy.

Morten L is the author of this article on different HR strategies. Find more information, about the PROBANA Business School here