HRM–Strategy Linkage A strategy is only as good as its implementation, and the success of strategy…
The following solution is suggested to handle the subject “HRM–Strategy Linkage A strategy is only as good as its implementation, and the success of strategy…“. Let’s keep an eye on the content below!
Question “HRM–Strategy Linkage A strategy is only as good as its implementation, and the success of strategy…”
HRM–Strategy
Linkage
A strategy is only as good as its implementation, and the
success of strategy implementation often falls on the ability of a
company’s human resources department to make plans a reality.
However, this does not mean that HRM is only relevant at the
strategy implementation stage; for many companies, linkages between
HRM and strategic management can guide strategy formulation so that
the optimal strategy can be created.
The following scenario walks you through a manager’s
decision-making process as she creates a strategy for determining
the extent to which linkages should exist between her company’s HRM
and strategic management process.
Read the following case and answer the questions that
follow.
Sandra is an HR executive for her company and has been put in
charge of overseeing a major strategic shift for her organization.
This is the third such change in strategic direction in the past
five years, and it is “make or break” time for her company. The
company CEO believes that the disconnect between strategy
formulation and strategy implementation was a major contributing
factor to past failures. Specifically, the past two strategic
choices did not reflect the actual capabilities and strengths of
the people in the organization. Based on lessons learned from past
failures, Sandra needs to change the company’s strategic
approach.
1.
What should the HRM director’s attention be focused on?
Continual contact with strategy formulators
Day-to-day activities
Implementing strategic plans
2.
What role should Sandra play with regard to the company’s senior
management team?
The HRM executive should be subordinate to the strategic
team.
The HRM executive should focus only on HR issues and leave
strategy to others.
The HRM executive should be an integral member of the senior
management team.
3.
In what direction should information flow between the HR
executive and senior management?
HR should take a receptive role and listen to the strategies
formulated by senior management.
There should be no information flow between HR and senior
management.
There should be a two-way information flow between HR and senior
management.
4.
At what point in the strategic process should the HRM executive
become involved?
The HRM executive should only focus on developing high level
human resources capable of implementing any strategy that is
formulated.
There should be a division of labor: the senior management team
formulates the plan and HR implements it.
The HRM executive should be involved in both the formulation and
implementation of the strategy.
5.
What should the HRM executive do if she believes that the
proposed strategy does not fit the firm’s human resources
capabilities?
Implement the strategy she is given
Propose an alternative strategy based on the current or
potential human resource capabilities
Accept a new position and let the strategic team take over the
human resources function
Answer
1. HRM directors should keep in touch with strategy makers. They should be involved with all stages of a strategy.
2. The senior management team should include the HRM executive.
3. Information should flow in a two-way fashion between senior management and the HR. Clear and two-way communication should be possible.
4. HRM executives should be involved in the formulation and execution of all strategies.
5. You can propose an alternative strategy that is based on your current or potential human resources.
Conclusion
Above is the solution for “HRM–Strategy Linkage A strategy is only as good as its implementation, and the success of strategy…“. We hope that you find a good answer and gain the knowledge about this topic of business.