CRITERIA FOR AN EFFECTIVE HR STRATEGY

An effective HR strategy is one that works in the sense that it achieves what it sets out to achieve. In particular, it:

● will satisfy business needs; 

● is founded on detailed analysis and study, not just wishful thinking; 

● can be turned into actionable programmes that anticipate implementation requirements and problems; 

● is coherent and integrated, being composed of components that fit with and support each other; 

● takes account of the needs of line managers and employees generally as well as those of the organization and its other stakeholders. As Boxall and Purcell (2003) emphasize: ‘HR planning should aim to meet the needs of the key stakeholder groups involved in people management in the firm.’

Here is a comment from a chief executive (Peabody Trust) on what makes a good HR strategy:

A good strategy is one which actually makes people feel valued. It makes them knowledgeable about the organization and makes them feel clear about where they sit as a group, or team, or individual. It must show them how what they do either together or individually fits into that strategy. Importantly, it should indicate how people are going to be rewarded for their contribution and how they might be developed and grow in the organization.