Possible Human Resource Management Strategies
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Step 1: Identify Future HR Needs. Step 2: Consider Present HR Capabilities. Step 3: Identify Gaps Between Future Needs & Present Capability. Step 4: Formulate Gap Strategies. Step 5: Share & Monitor The Plan.
The HR strategy is based on the organizational strategy. The HR strategy touches on all the key areas in HR. These include recruitment, learning & development, performance appraisal, compensation, and succession planning.
Providing security to employees. Selective hiring: Hiring the right people. Self-managed and effective teams. Fair and performance-based compensation. Training in relevant skills. Creating a flat and egalitarian organization. Making information easily accessible to those who need it.
Recruitment & selection. Performance management. Learning & development. Succession planning. Compensation and benefits. Human Resources Information Systems. HR data and analytics.
But two basic types of HR strategies can be identified. These are: Overarching strategies; and Specific strategies relating to the different aspects of human resource management.
Step 1: Get the 'big picture' Step 2: Develop a Mission Statement or Statement of Intent. Step 3: Conduct a SWOT analysis of the organization. Step 4: Conduct a detailed human resources analysis. Step 5: Determine critical people issues. Step 6: Develop consequences and solutions.
The key to a successful HR strategy is to identify what unifies and motivates employees and to develop a strategic plan around that understanding. Think about conducting a regular survey where you ask what motivates employees and ask them to rank a series of options in order of importance to them.
A Human Resource strategy is a business's overall plan for managing its human capital to align it with its business activities. The Human Resource strategy sets the direction for all the key areas of HR, including hiring, performance appraisal, development, and compensation.