HR Strategy Selection

Like all of the other major business functions, human resources must accomplish a wide range of activities from basic transaction processing to strategic planning in order to be successful. The importance ascribed to each of those functional activities in large part represent your human resource strategy.

Delivering a strategic impact requires development of a strategy that supports the corporate business objectives, aligning and prioritizing each of the various activities to support and help accomplish those objectives. While an infinite number of HR strategies can be formulated, most in use today fall under a relatively small number of models. While I don't recommend using a strategy just because of major firm uses it, it is helpful to know what the range of strategies available to HR are. This article highlights the various HR strategy models and provides some insights into the advantages and disadvantages of each.

If you study successful organizations around the world, you'll find that there are a finite number of HR strategies in use. Although each of the strategies listed below is a distinct category, many firms use them in combination in order to arrive at an approach that best fits their situation. For example, stable business units that provide the core revenue base for an organization may operate under one strategy while a business unit that focuses on future development may operate under another.

The 10 basic most commonly used HR strategies or models are:

A. Personnel
B. Generalist
C. Business partner
D. Call centre
E. Outsourced
F. Centres of excellence
G. Self-service
H. Fact-based decision-making
I. e-HR
J. Performance culture
K. Strategy models defined

In this article we have seen the introduction to HR Strategy Selection the detail on the each strategy will be continued in the upcoming series on HR Strategy selection.



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