HRM Essay

Submitted by
Abdul Waheed
MBA-IV
Submitted to
Mr. Noor Talpur

Quaid-i-Azam School of Management Sciences

Quaid-i-Azam University Islamabad
Introduction

The topic given for the term paper is:

“The effective development and implementation of business strategy depends on the

strategic capability of organization. Therefore the strategic role of HRM and HRD for
developing organizational capabilities and core competencies in organization cannot be
denied”.
It is a extensive topic which covers almost all aspects of human resource of management and
human resource development. This essay will cover the areas of development and
implementation strategy as we know that developing a strategy well is not a big thing but
implementation is effectively to get desired results. Some one said it very right that if you make a
very good strategy but that is not implemented well or some mistakes and negligence is
conducted during implementation it can not bring out the desired result. In this essay we will
learn that how Human Resource Strategy Helps You achieve an organization’s HR Objectives.
What are the Aims of HRM Strategy? And Why Strategy is important to be applied to Human
Resource. It also put shade on HR Core Competencies and Alignment of HR Strategy to
Corporate Strategy. In this easy this thing is being tried that how the business strategy depends
on strategic capabilities of organizations, what is the role of HRM and HRD.
HR Strategy Development and Implementation

Effective planning is key to the success of any organization and an important role for HR is to be
a strategic partner in order to align HR objectives to support the achievement of the
organizational vision, values and strategies. RSVP help organizations drive strategy
development and implementation via best practices in order to prioritize initiatives and ensure all
stakeholders are working together towards the success of the organization. Our HR experts have
extensive practical experience in driving strategy development and implementation in a wide
range of industries and organizations.

Our approach promotes the implementation of solutions from inside out via empowering internal
resources and effective knowledge transfer. Our trademark 10 day HR Strategic Planning
Program will help your organization understand, design, implement, review and adjust solutions
that are right for your organization.

Gain an external perspective from our HR Strategic Planning experts that will help you identify
the best solutions for HR and the organization using a proven and tested HR Planning
methodology. (rsvpbusiness, 2001)

Strategy formation

The initial task in strategic management is typically the compilation and dissemination of a
mission statement. This document outlines, in essence, the raison d'etre of an organisation.
Additionally, it specifies the scope of activities an organisation wishes to undertakes, coupled
with the markets a firm wishes to serve.

Following the devising of a mission statement, a firm would then undertake an environmental
scanning within the purview of the statement.

Strategic formation is a combination of three main processes which are as follows:

• Performing a situation analysis, self-evaluation and competitor analysis: both internal and
external; both micro-environmental and macro-environmental.
• Concurrent with this assessment, objectives are set. These objectives should be parallel to
a time-line; some are in the short-term and others on the long-term. This involves crafting
vision statements (long term view of a possible future), mission statements (the role that
the organization gives itself in society), overall corporate objectives (both financial and
strategic), strategic business unit objectives (both financial and strategic), and tactical
objectives.
• These objectives should, in the light of the situation analysis, suggest a strategic plan.
The plan provides the details of how to achieve these objectives.
• Strategic management is a field that deals with the major intended and emergent
initiatives taken by general managers on behalf of owners, involving utilization of
resources, to enhance the performance of firms in their external environments.[1] It entails
specifying the organization's mission, vision and objectives, developing policies and
plans, often in terms of projects and programs, which are designed to achieve these
objectives, and then allocating resources to implement the policies and plans, projects and
programs. A balanced scorecard is often used to evaluate the overall performance of the
business and its progress towards objectives. Recent studies and leading management
theorists have advocated that strategy needs to start with stakeholders expectations and
use a modified balanced scorecard which includes all stakeholders.
• Strategic management is a level of managerial activity under setting goals and over
Tactics. Strategic management provides overall direction to the enterprise and is closely
related to the field of Organization Studies. In the field of business administration it is
useful to talk about "strategic alignment" between the organization and its environment or
"strategic consistency." According to Arieu (2007), "there is strategic consistency when
the actions of an organization are consistent with the expectations of management, and
these in turn are with the market and the context." Strategic management includes not
only the management team but can also include the Board of Directors and other
stakeholders of the organization. It depends on the organizational structure.
 “Strategic management is an ongoing process that evaluates and controls the
business and the industries in which the company is involved; assesses its
competitors and sets goals and strategies to meet all existing and potential
competitors; and then reassesses each strategy annually or quarterly [i.e. regularly]
to determine how it has been implemented and whether it has succeeded or needs
replacement by a new strategy to meet changed circumstances, new technology, new
competitors, a new economic environment., or a new social, financial, or political
environment.” (Lamb, 1984:ix)

Human Resource Strategy Helps You Achieve Your HR Objectives

In planning to make your people perform exceptionally well, you need a human resource
strategy. Human Resource strategy is what you do in order to accomplish your
organizational mission and objectives. Adopting such a strategy when carrying out your
HR planning ensures that employees can achieve the HR objectives. You need to measure
how well they are doing this.

Different authors provide different definition of strategy.

To Michael Porter, competitive strategy is "about being different".

This is to differentiate yourself from your competitors, adding value to your organization through
a different mix of activities.

Benjamin Tregoe and John Zimmerman defined strategy as "the framework which guides
those choices that determine the nature and direction of an organization."

This is about selecting the products and the markets for such products.
To Henry Mintzberg, strategy is a plan, a pattern in action over time, a position, and a
perspective.

Strategy, to Treacy and Wiersema, is about narrowing the business focus.

These writers are explaining the same thing, "strategy" as applied to the situation they were
describing. Strategic-human-resource.com. 2011. 2011

Having the End in Mind

A strategy cannot exist by itself. It is intended to attain a certain defined "end".

Keep in view the purpose, the outcome at all times.

Stephen Covey puts this as one of the "Seven Habits of Successful People" as "Begin with the
End in Mind. "

Some steps should must be considered In the preparation of strategy, always keep in view the
company-wide set of "ends". In the context of HR management, always keep in view the reason
why the human resource function exists. HR strategy is the means by which your people
contribute to the success of the organizational overall plan.

You have less chance of going wrong while focusing on the overall objectives all the time.

Organizational Leadership
Those people who have authority to make the strategy cannot avoid learning well the
components of strategy preparation. This has horrible consequences on organization and
employees alike in the event of neglect.

Lionel Urwick’s writes:

 "There is nothing which rots morale more quickly and more completely than...the feeling
that those in authority do not know their own minds".

He was referring to the competence of corporate leaders.

It is important for HR Managers and HR professionals to understand their organization well

enough in order to formulate a meaningful organizational human resource strategy.
(quickmba.com, 2007)

Where Do You Go From Here?

We should expect that more organizations will implement strategies in managing their human
resource well. This movement forward will not slow down Inshallah. Some writers are even
convinced that someone somewhere will formulate a more effective Human Resource strategy,
probably before the 2020. This appears as the natural progression in the search for better ways of
transforming human resource, and the way HR is managed in order to transform organizations
and make them more successful and profitable.

After gong through all discussion and facts we can clearly that making a strategy is not an
important thing but the main importance is of implementation of the that strategy. If the HR
strategy is implemented well it can gives a desired result.
Bibliography
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quickmba.com. (2007, January 15).

http://www.quickmba.com/strategy/generic.shtml. Retrieved May 27, 2011, from
http://www.quickmba.com/strategy/generic.shtml:
http://www.quickmba.com/strategy/generic.shtml

rsvpbusiness. (2001, July 08).

http://www.rsvpbusiness.com/Consulting/HRStrategyDevelopmentandImplementati
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