Resources for HR Strategy

The strategic importance of Human Resources cannot be overstated. The HR department manages all aspects of human capital and organizational talent, including recruiting, retention, and employee learning and development. Leading employers now pursue HR talent for roles above and beyond administrative tasks, involving senior HR professionals in strategic business forecasting, labor procurement, legal compliance, and even marketing-like functions of strategic employment branding and outreach campaigns.

Without clear, consistent, comprehensive and cogent HR strategies, the day-to-day operational tactics adopted in practice will be vulnerable to clashes, confusion and incompleteness. The various elements of HR strategy, such as talent identification, allocation and retention or legal compliance assurance, must be integrated with an eye on the core purposes of HR strategizing and planning: staffing, retention and optimal performance.
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The deployment of strategic human resources plans is necessary for effective personnel management and effective business operations. HR strategy topics include everything from staffing and talent mapping, to benefits, compensation design, and succession planning, to compliance in the area of employment law.

An HR recruitment strategy is defined in the simplest terms as staffing. Some of the sub-categories of this would be recruitment, retention, and termination. For an effective HR strategy, the HR department must ensure that its goals are aligned with the goals of the entire organization. Two key questions that are essential to a good strategy are what kind of people are needed and what programs can be implemented to attract, train, and retain these kinds of employees?

To determine what kind of employees are desirable to the organization, the first thing that should be considered is the values and culture of the organization. Hiring an employee with the proper skill set, yet one who does not mesh with the culture of the company or align with it's values will ultimately be a bad hire. After the culture and values have been considered, the hiring process itself should incorporate questions and requirements that are in line with these foundational considerations. Then the skill set required for the position should be assessed so that there is a baseline from which candidates can be measured.

In addition to refining the hiring process, a system of retention should be established in order to ensure that any employees who are good fits with the company and are valuable contributors to both the bottom line and the mission of the company have adequate incentives to remain with the company. These practices can include a pay-for-performance system, tenure bonuses, and perks supplied to employees who prove their worth with the company.