HR strategy in your organization

Two other important considerations in defining and implementing HR strategy will relate to the way the business is organized, and how the organization wishes to position itself as an employer.

On the organizational front, research has shown that there are new trends emerging around the ways companies are organizing in three main aspects: structure, processes, and boundaries.

A growing number of organizations are heading towards organizational networks rather than conventional organizational structures. They are devolving decision-making, giving people more autonomy in areas such as operations and strategy.

The corresponding HR need is to recruit, and then develop, people who are willing, and competent, to take responsibility for their actions. People will need to develop competencies in knowledge sharing, team working and collaboration, and building up networks both internally and externally.

An organization’s positioning as an employer should reflect the needs of the business and the interests of the people who will work for that organization.

Figure 2 presents a model with four possible perceptions of employers:

§‘Ostriches’ have yet to wake up to the reality of being an employer. They are probably failing to engage and develop their employees. They may see employment only as a cost, to be minimized, rather than an asset which will provide competitive advantage if developed and deployed effectively.