Organizational Strategy and HR Approaches

Organizational Strategies and approaches used to achieve Strategic HR responses

Organizational Strategies and approaches used to achieve Strategic HR responses

Introduction

The human resource is considered an important asset of the organization. Like all other strategies, it is thus required that the human resource strategies must be aligned with the overall organizational strategies. In the present dynamic environment, one of the elements that help an organization to achieve the competitive advantage is the effective human resource. Thus, it would not be wrong to say that a HR strategy is one of the way through which a company can gain the competitive edge over the competitors. This paper aims at analysing the HR strategies link and impact on the overall organizational strategy with the example of the functioning and strategies of Google Inc. the paper also shows how the company adapts to the operational environment.

Link between Corporate strategy and HR strategy

To achieve the organizational objectives in a coherent manner and to meet up the expectations of the mission and vision of the organization, the people working in the environment and their capabilities play a significant role. A continuum was introduced according to which the linkage of HR strategy with the company's overall strategy can be put into two levels, the reactive approach and the reactive approach (Bamberger & Phillips, 1991, pp. 153-182). In the proactive approach, the HR managers share their ideas on the strategic management table, and take part in the strategy formulation so as to make sure that the human resource issues should be considered. At the other end, of the continuum is the reactive approach, according to which the HR strategies have to be formulated by the company's higher level management. The HR strategies are just considered as a practical level, and thus no involvement of the human resource management at the strategic level is considered important.

Human Resource Management as a Strategic Business contributor

One of the major developments in the field of business has been the consideration of Human Resource as a strategic contributor. A number of researchers and scholars have stressed to consider HR as a strategic business partner. A shift has asked to fit the HR strategy with the organizational strategy. As soon as the business strategy is determined, the HR strategy to support the chosen competitive strategy is implemented. Thus, there are five P's with which the HR strategy has to be matched, so as to anticipate reinforces the workforce behaviour required for the success of the competitive strategy. These five P's include philosophy, processes, programs, practices and policies (Schuler, 1989, 1992, pp.207-219). Thus, an organization that wants to adopt a particular strategy must have the proper policies and techniques for managing its workforce. Bamberger and Philips proposed a model that shows the link between three poles, namely HR capabilities, Human resource strategy and the business strategy.

Theories and Approaches

The strategic point of view reveals that a human strategy serves as a statement that reflects how an organization can ...