Creating a fit between varied organizational factors is always a daunting task, but it has to be performed in order to move the organization forward in an organized and cohesive manner, what it does is that it removes ambiguities, clears the vision, helps develop a commitment to 'what needs to be attained', helps establish the necessary dos and don’ts of the business, clears the air and bring things to normality, stops the blame game and most importantly figures out the responsibilities.
HR and Business Strategy
Creating a fit between varied organizational factors is always a daunting task, but it has to be performed in order to move the organization forward in an organized and cohesive manner, what it does is that it removes ambiguities, clears the vision, helps develop a commitment to 'what needs to be attained', helps establish the necessary dos and don’ts of the business, clears the air and bring things to normality, stops the blame game and most importantly figures out the responsibilities. It is important that organizational strategy is clearly formulated, objectives clearly defined and means clearly elucidated, once this is done it adds to establishment of clear focus of direction, but when formulating a business strategy, organization must understand it current level, past experiences, and the resource capability.
For instance, if the organizational strategy is new product/services development, now formulating the HR strategy won’t be as difficult, as HR practitioners would know the scope, and plans will have to be developed keeping in view and in radius of the set scope. Question is what hr strategies will stimulate the attainment of the aforementioned business strategy.
Firstly, it needs to be understood what parts or features of business strategy HR could directly contribute to, once that is done, it set up the tone for remaining HR strategy, in this case business strategy is focused on research and development, HR would require capacity development of its resources, current level of skillset may not be substantial, training employees to impart learning about new technologies is a must,
Secondly, the HR needs to provide mechanism whereby the learning is implemented, this is not exclusive and will require the support of strategic level of the business, and implementation is a necessary ingredient as it would flourish the road for reflection, without which learning is not complete.
Furthermore, it needs to be understood that different people learn through different methods, and all diverse methods are to be incorporated. Further it has to be emphasized that constant monitoring and evaluation of the HR and business strategy is required, as it help in not to lose the focus and direction.
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