This is considered in simple terms 'Staffing'
It is putting a policy in place for the following areas:
Recruitement - How do you recruite the best employees?
Retain - How do we keep the best employees?
Termination - How do terminate poor employees? - How do we 'learn from' good employees leaving?
Recruitement activities include: How do we perform interviews? (standardized/subjective) Where do we post? (Ask current employees, job boards, headhunter,etc) What criteria do we establish? (random drug screens, personality tests, etc)
Another Variation
HR Strategy is aligning the goals of HR to the goals or strategy of your organisation. recruitment, retention and termination are a small part of it.
In developing a strategy two critical questions must be addressed.
In order to answer these questions four key dimensions of an organization must be addressed. These are:
aligning compensation strategy with hr strategy and business strategy would simply mean that the designing of a company's compensation strategy should be in such a way that it should support its HR as well as business strategy.
HR strategy - vision and mission - Business strategy HR strategy - Internal context - External context
yes we can link to human strategy to competitive strategy because we can't do any thin except human
The HR strategy should reflect the view of the organization's mission. If they aren't aligned then the organization may have problems attracting people who align with their objectives.
Yes. Important. Think of the right man on the right place.
aligning compensation strategy with hr strategy and business strategy would simply mean that the designing of a company's compensation strategy should be in such a way that it should support its HR as well as business strategy.
HR strategy - vision and mission - Business strategy HR strategy - Internal context - External context
yes we can link to human strategy to competitive strategy because we can't do any thin except human
The HR strategy should reflect the view of the organization's mission. If they aren't aligned then the organization may have problems attracting people who align with their objectives.
Hr is human resource it is the another term for labour or employee hr management deals with strategy of an organisation it evaluates the ability of the employee to perform jobs
human resource is an effective integer in all firms sector strategy, but firms don't determine the impact of hr training programmes over the employees. HR training is efficient only if it produces desired outcome. When the administration is implementing a hr training programme, there should be an model facility on which the assessment strategy can be improved, and classification of strength of hr training and usage activities can be through.
HR strategy can be complicated. A good place to find guidance would be the internet. Popular websites such as Google will provide a wealth of information. It would also be worth it to contact someone in Human Resources for advice.
Yes. Important. Think of the right man on the right place.
Infosys places emphasis on building talent to sustain growth. Major points in their strategy include hiring, training and employee satisfaction. These are captured in their HR Virtuos Circle i.e Attract and Recruit, Enable, Deploy, Develop, Assess, Reward and Motivate
Depends on the level: Level 1 = 20/hr Level 2 = 25/hr Level 3 = 30/hr Level 4 = 44/hr Level 5 = 66/hr Level 6 = 100/hr Level 7 = 120/hr Level 8 = 140/hr Level 9 = 160/hr etc. Up to level 20.
HR scorecard measures the HR function's effectiveness and efficiency in producing employee behaviors needed to achieve the company's strategic goals. In order to achieve that you would need to: - Know what the company's strategy is - Understand the causal links between HR activities, employee behaviors, organizational outcomes, and the organization's performance - And have metrics to measure all the activities and results involved. There are seven steps required to develop HR score card ,so that the result are statistically measure -define business strategy -outline company value chain -identify business required organizational outcomes strategy -identify required workforce -identify relevant HR system -design of HR score card for measurement purpose -a periodic revaluation based on measurement system from score card
Human Resource Management (HRM) should never be a driver in determining business strategy, but a case could be made that HR policies or constraints could hinder strategy, but only long enough to change the HR policy.Suppose HR has a policy to only hire applicants who are college graduates (they are an engineering firm). Management decides to embark on a new strategy of constructing some of the units they have designed. The HR policy would work for the construction manager, but not for the welders, pipefitters, electricians, painters, insulators, etc. that they wold need to complete such projects.Source(s):