CHAPTER 04

HR STRATEGIES DEFINED
HR strategies are a set of deliberate plans and actions designed to align an organization's human
resource management practices with its overall business goals and objectives. These strategies typically
involve a comprehensive approach to managing an organization's workforce, including recruitment,
training and development, performance management, compensation, and employee engagement.
 Effective HR strategies are critical to achieving organizational success, as they help to ensure
that an organization has the right people in the right roles, with the necessary skills, knowledge,
and experience to achieve its goals. They also enable organizations to attract and retain top
talent, develop a high-performance culture, and foster employee engagement and satisfaction.

TYPES OF HR STRATEGIES

1. OVERARCHING HR STRATEGIES: Overarching strategies describe the general intentions of the

organization about how people should be managed and developed and what steps should be taken to
ensure that the organization can attract and retain the people it needs and ensure so far as possible that
employees are committed, motivated and engaged. They are likely to be expressed as broad-brush
statements of aims and purpose, which set the scene for more specific strategies. They are concerned
with overall organizational effectiveness – achieving human resource advantage by employing ‘better
people in organizations with better process’.
 AEGON: The Human Resources Integrated Approach aims to ensure that from whatever angle
staff now look at the elements of pay management, performance, career development and
reward, they are consistent and linked.

2. SPECIFIC HR STRATEGIES: HR strategies can vary depending on the specific goals and needs of an
organization. Here are a few examples of specific HR strategies:
 Talent acquisition strategy: This strategy focuses on attracting and hiring top talent to the
organization. It may involve creating a strong employer brand, sourcing candidates from diverse
channels, and streamlining the recruitment process.
 Employee retention strategy: This strategy focuses on retaining the organization's top talent by
creating a positive work environment, offering competitive compensation and benefits
packages, and providing opportunities for career growth and development.
 Diversity, equity, and inclusion (DEI) strategy: This strategy focuses on creating a diverse and
inclusive workplace where employees feel valued, respected, and supported. It may involve
implementing diversity and inclusion training programs, establishing DEI goals, and promoting
diversity in recruitment and hiring.
 Performance management strategy: This strategy focuses on setting clear performance
expectations and providing regular feedback to employees. It may involve implementing
performance metrics, setting goals and objectives, and conducting regular performance reviews.
 Learning and development strategy: This strategy focuses on providing employees with
opportunities to acquire new skills and knowledge, both for personal and professional growth. It
may involve offering training and development programs, mentorship opportunities, and
 educational reimbursements.

CRITERIA FOR AN EFFECTIVE HR STRATEGY

An effective HR strategy should align with the overall goals and objectives of the organization while
taking into account the needs and expectations of the employees. Here are some key criteria for an
effective HR strategy:
1. Alignment with Business Goals: HR strategy should be closely aligned with the overall goals and
objectives of the organization. It should support the organization’s mission, vision, and values.
2. Employee Engagement: HR strategy should focus on creating a work environment that
promotes employee engagement, productivity, and job satisfaction. It should involve regular
communication, employee recognition, and opportunities for growth and development.
3. Talent Management: HR strategy should include a talent management plan that outlines how
the organization will attract, develop, and retain its workforce. This includes recruiting,
onboarding, training, and career development initiatives.
4. Performance Management: HR strategy should include a performance management system
that enables employees to set clear goals, receive regular feedback, and be held accountable for
their work.
5. Continuous Improvement: HR strategy should be regularly reviewed and updated to ensure that
it remains effective and relevant. This includes collecting feedback from employees and
measuring the impact of HR initiatives on the organization’s performance.