Human Resource Strategies

1908 Words8 Pages
Human resource strategies are the mechanisms organizations use in considering strategic choices associated with the management of people. These are normally portrayed through the policies and practices selected and implemented through procedures initiated by the human resource department in an organization (Dyer 1984, pg. 157). The mechanisms allow businesses to detect and address issues that relate with people and the business. Strategies employed by organizations cannot entirely monitor the exchanges between workers and the external atmosphere. The ‘universalistic perspective’ approach of HR strategy is a model of set of activities, which outlines specified rules of HR practices. These strategies are expected to provide superior outcomes in any situations in an organization. Proponents of this model emphasize that ‘internal or horizontal alignment’ of HR activities assist in significantly improving the performance of an organization (Youndt, Scott, Dean, & Lepak, 1996, pg. 836). Considering the idea that internal fit is important to universalistic ideals, the central problem is the means of determining the HR system that can blend well in giving higher performance. The mechanism for developing this strategy depends on different issues, which interact to affect goals of an organization. The contingency approach focuses on the fit between the strategies of a business and HRM strategies, policies and implications that the schemes of a business swill follow the HRM policies
Open Document