The Alignment between the HR and Business Strategy

 

Typically, business strategy is the process of determining the goals and objectives of the organization’s long-term vision. In simple, the strategy is defined as how the organization reaches its desired position in the given period (Moon, 2010). The strategic planning process contains the in-depth analysis of the internal and external environment which has a significant impact on each effort of the organization towards its vision(Chow, Teo and Chew, 2013). 

Business Strategic is about the future-oriented plan in order to accelerate the competitive advantages of the organization. However, in order to obtain the maximum output of the strategy all the departmental strategies and the function should be aligned with the business strategy. The alignment of the each departmental strategy with the business strategy support the organization to effectively implement the strategical plan in the competitive business environment (Bagga Teena, 2014).

Human Resource (HR) function is one of the most crucial departmental functions not only in the business organization but most of the organizations. It has a significant impact on the operations of the business, and all the other functions of the business. There is a crucial impact of HR functions that have a significant impact on business strategies are follows.

*    Talent gaining

*    Management of performance 

*    Employee satisfaction and retention 

*    Compensation and other benefits 

*    Safety and security of the employee

Having the fact behind aligning the HR strategies with business strategies is crucial in implementing the business strategies effectively. Communication is one of the essential tools in aligning the business strategy with the HR strategy. The communication processes effectively aligning the business strategy with the HR strategy in the following ways. 

*     Making awareness about the business strategies to the employees

*    Assess the current condition.

*    The processing of planning and implementing the strategy in consultation with the department heads.

Controlling activities by measuring, and evaluating the results and adjust according to the need. 

References

Moon, H.-C., 2010. Global Business Strategy: Asian Perspective. World Scientific.

Bagga Teena, 2014. SHRM: alignment of HR function with business strategy. Strategic HR Review, [online] 13(4/5). Available at: <https://doi.org/10.1108/SHR-03-2014-0023> 

Bagga Teena, 2014. SHRM: alignment of HR function with business strategy. Strategic HR Review, [online] 13(4/5). Available at: <https://doi.org/10.1108/SHR-03-2014-0023> 

.