Development and Implementation of Effective HR Strategy

The essay discusses the development and implementation of an effective HR strategy, the obstacles faced, and methods for eradicating them. It also outlines the four dimensions to be considered for developing an HR strategy and the methods for controlling the obstacles.

Running head: DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
Development and Implementation of Effective HR Strategy
Name of the Student
Name of the University
Author’s Note:

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
Executive Summary
The main aim of this essay is to understand an effective human resources plan. The human
resource management is eventually developed for the purpose of maximizing overall
employee performance within the services of strategic objectives. This human resources
majorly concerns with the people management in any company after giving focus on the
systems and policies. Employee recruitment, rewarding and performance appraisal are the
major focus of the human resources departments. The HR strategy even enables a proper
planning as well as management of the works in respect to the human resources. It is one of
the major outputs of the strategic management and it defines requirements, responsibilities
and processes for recruitment or staff selection. The essay has described the major obstacles
and the proper controls for eradicating the obstacles.

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
Table of Contents
Introduction................................................................................................................................3
Situational Analysis...................................................................................................................3
Probable Obstacles in Developing Human Resources Strategy.............................................3
Objectives...................................................................................................................................5
Human Resources Strategy........................................................................................................6
Tactics (Action Plan)..................................................................................................................7
Development and Implementation of Effective HR Strategy....................................................8
Methods of Controlling the Obstacles in an Effective HR Strategy..........................................9
Conclusion................................................................................................................................10
References................................................................................................................................12

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
Introduction
HR or human resources is one of strategic approaches to an effective and efficient
management or control of several organizational employees so that the management could be
helpful for the business in obtaining numerous competitive advantages (Bratton and Gold
2017). A proper balance is being maintained with the organizational practices and hence the
requirements are met completely. The following essay outlines a brief description on human
resources strategy and the difficulties faced during development and implementation of this
type of strategy. Moreover, several methods will also be provided in the essay for eradicating
each and every obstacle with relevant details.
Situational Analysis
Probable Obstacles in Developing Human Resources Strategy
Although, the human resources strategy is extremely important or vital for the
organization and it helps to provide effectiveness and efficiency in the organization by giving
sustained success to that particular organization; there are some of the major obstacles or
challenges that are being faced while developing and implementing the effective HR strategy
and these issues are required to be mitigated as soon as possible (Brewster and Hegewisch
2017). The most significant challenges or obstacles faced in the development of human
resources strategy for any particular company are as follows:
i) Lack of Employee Engagement: The most significant obstacle for the development
of human resource strategy is the lack of employee engagement. The organizational
employees might not involve or accept the new strategy made by the organization and hence
this could be extremely problematic for that specific organization.
ii) Legal Issues: The next issue faced while developing the strategy is legal issue.
There is an urgent requirement to keep up with the changing of employment laws for the

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business owners (Bailey et al. 2018). If the human resources department avoids the laws, it
could be extremely vulnerable for the company or even demise of the company.
iii) Change in Management: Another major obstacle is the change in management.
When the organizational management is changed, the strategies, internal processes and
organizational structure is also changed, hence creating a significant issue for the company.
The productivity is decreased by this change management and the HR strategy is affected.
iv) Leadership Development: The next significant obstacle that is being faced in the
development and implementation of HR strategy is leadership development (Alfes et al.
2013). Often several leadership development programs are implemented in the company and
most of them become failure due to the change in HR strategy.
v) Workforce Training and Development: The investment within the training and
development for the low level staffs is yet another popular issue for HR strategy
implementation. Few of the businesses find trouble in arranging resources and hence the
organizational system is disturbed eventually.
vi) Adaption to Innovation: The adaption to innovation in the organization is the next
issue for the development and implementation of human resources strategy (Budhwar and
Debrah 2013). There is a high risk that the innovation might be accepted by the customers
and hence the competitors remain on the top position.
vii) Compensation: Most of the organizations are subsequently struggling for a better
employee compensation. However, if there is a change in the HR strategy and a new strategy
is being implementation, this particular factor is highly affected and the employees are
dissatisfied.
viii) Understanding the Benefits Packages: Another important and noteworthy issue
that is being faced in the development as well as implementation of an effective human

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resources strategy is understanding the benefits package (Renwick, Redman and Maguire
2013). The first priority is given to the customers and the second priority is given to the
employees. A change in the HR strategy hence affects the benefits package and the
understanding becomes difficult.
ix) Recruitment of Talented Employees: Recruitment of the talented employees is yet
another important and significant problem for the development and implementation of human
resources plan. The attraction to the new talents require higher investments of money and
time (Marchington et al. 2016). Whenever there is a new recruit to the company, it becomes
extremely important to change the HR strategy and hence it is highly affected.
x) Retaining of Talented Employees: The tenth important and noteworthy obstacle
for the proper development as well as implementation of an effective and efficient human
resources plan. There is always a strong competition between the talented employees. Hence,
the talented existing employees are required to be retained under any circumstance (Brewster,
Chung and Sparrow 2016). Since, the employee turnover is quite expensive and could
negatively affect the business growth, it becomes extremely problematic for the organization
to implement and develop a new HR resources plan.
Objectives
The major objectives of this essay are as follows:
i) To understand the requirement of development and implementation of an effective
human resources strategy.
ii) To identify the obstacles faced by an organization during developing and
implementing the HR strategy.

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
iii) To find out methods for eradicating the obstacles faced while the implementation
of an effective HR strategy.
Human Resources Strategy
Human resources strategy is a specified strategy that is being adopted by any
particular company, with the major aim of integrating the organizational culture, system as
well as the employees (Purce 2014). The strategy is developed after proper coordination of
the set of activities for getting the required business related goals and objectives. This human
resources strategy should be eventually aligned to the vision, goals and mission of the
respective organization. The significant features of the industry, where the company are to be
analysed properly and the competitive advantages are required to be previously determined
for the developing of the human resources strategy (Aswathappa 2013). The four important
and significant dimensions that are to be addressed for the purpose of developing the human
resources strategy are as follows:
i) Culture: The first and the foremost dimension is culture. This is the belief, rule as
well as management style of the particular company.
ii) Organization: The second dimension to be considered is the organization, which is
the complete structure, reporting lines, job descriptions and job types of the company.
iii) People: Another important and significant dimension that is to be addressed for
the development of an effective human resources strategy is people (Storey 2014). The
overall capability, employee potentials and skills level of the personnel together constitute the
people dimension.
iv) Human Resources System: The final dimension that should be considered to
implement and develop an efficient and effective strategy of human resources is the
respective system of the human resources department. This system is the specified people

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focused mechanism that delivers the appropriate strategy for compensations, benefits,
communications, organization recruitment, and training and development.
Tactics (Action Plan)
The action plan for the obstacles identified in the essay above are as follows:
Obstacles Faced while
Development of HR
Strategy
Actions to be Taken Time to be implemented
i) Lack of Employee
Engagement
Meeting with the employees. As soon as strategy is made.
ii) Legal Issues Proper compliance with local,
state as well as federal labour
laws.
As soon as strategy is made.
iii) Change in
Management
Proper communication with the
employees.
In 1 month.
iv) Leadership
Development
Providing motivation to the
employees for accepting new
leadership.
In 6 months.
v) Workforce Training
and Development
Recruiting new trainers for the
company.
In 1 month.
vi) Adaption to
Innovation
Proper communication with the
employees.
In 2 months.
vii) Compensation Creating system for rewards
and recognitions.
In 3 months.
viii) Understanding the Offering options for employee In 6 months.

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Benefits Packages healthcare.
ix) Recruitment of
Talented Employees
Utilizing the staffing process. In 6 months.
x) Retaining of Talented
Employees
Implementing employee on
boarding technology solutions.
In 1 year.
Table 1: Action Plan for Eradicating Obstacles in HR Strategy
Development and Implementation of Effective HR Strategy
An effective HR strategy is to be developed properly for avoiding all types of
complexities and issues related to employee management or salary (Anderson 2013). The
four dimensions that are to be considered for developing this type of strategy are culture,
organization, people and systems. The objectives of the human resource plan are the
implementation of human resources functional action plan as well as reviewing and
evaluation. The companies usually depend on the human resource managers for the proper
management of people and this particular department (Jackson, Schuler and Jiang 2014).
When any company wants to retain their quality of work, the duties of the HR department are
not only to retain the talented employees, but also to improvise the compensation and benefits
and even to review their training for the purpose of facilitating the employees in an effective
method.
There are some of the most basic methods for developing as well as implementing an
effective strategy of human resources. These are as follows:
i) Alignment of the Organizational Initiatives: The first and the most important
method for an effective HR strategy development is to align the several organizational
initiatives (Nickson 2013). The demand risks, strategic relevance and the profit resources
should be considered.

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
ii) Alignment of the Organizational Budgets and Performance: The second method
for the proper development of an efficient and effective human resources strategy is to align
the organizational budgets as well as performances. The performance incentives of the
employees should be directly linked to the strategy.
iii) Strategy after the Organizational Structure: The next significant and noteworthy
method to properly develop and implement the HR strategy in any organization is by
allowing the organizational structure to create subsequent strategies for their businesses
(Boella and Goss-Turner 2013).
iv) Engagement of Staffs: Another effective and important method for the proper
development and implementation of the effective human resources strategy is by the
engagement of staffs. The significant communication as well as the participation of the
organizational staffs is highly important for any company for maintaining a balance and a
better relationship between the staffs and the organization.
v) Monitoring and Adaptation of New Strategies: The next important and significant
method to develop or implement the effective HR strategy is by monitoring as well as
adaptation of the new strategies within the organization (Brewster et al. 2016). These new
strategies should be adaptable as well as flexible so that they are easily implemented within
the organizational structure.
Methods of Controlling the Obstacles in an Effective HR Strategy
The probable methods for the proper controls for the effective HR strategy are as
follows:
i) Lack of Employee Engagement: The most effective control for this issue is to meet
with the respective employees and staffs of the company.

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DEVELOPMENT AND IMPLEMENTATION OF HR STRATEGY
ii) Legal Issues: The legal issues of HR strategy could be removed by the proper
compliance with the local, state and the federal labour laws of the company.
iii) Change in Management: Proper communication with the organizational
employees is the major control for this issue.
iv) Leadership Development: A proper motivation is to be provided to these
employees for accepting the new leadership (Renwick, Redman and Maguire 2013).
v) Workforce Training and Development: This particular issue could be resolved by
recruiting of new trainers in the company.
vi) Adaption to Innovation: Proper communication with the employees is the only
method for controlling this issue.
vii) Compensation: Creating system for rewards and recognitions would be effective
for the control of this issue.
viii) Understanding the Benefits Packages: The employees could be offered
healthcare options for reducing this issue (Budhwar and Debrah 2013).
ix) Recruitment of Talented Employees: The proper utilization of the staffing process
is the basic method for controlling the issue.
x) Retaining of Talented Employees: The proper implementation of the employee on
boarding technology solution would be best control for this particular obstacle.
Conclusion
Therefore, from the above discussion, it can be concluded that HR strategy or human
resources strategy is a specific designation for the long term plan that is being created for the
purpose of achieving the organizational objectives for the department of human resources
within the company. This type of strategy helps in the unification and direction of behaviour

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as well as actions of the people and the total development as per the requirements of the
company. Moreover, the methods of organizing the working conditions are also described
here. However, while developing an effective HR strategy, several obstacles are being faced
by the HR manager. The above essay has clearly depicted the various obstacles and the
probable methods for mitigating these obstacles effectively.

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References
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), pp.330-
351.
Anderson, V., 2013. Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata
McGraw-Hill Education.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource
management. Oxford University Press.
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human
resource management. Kogan Page Publishers.
Budhwar, P.S. and Debrah, Y.A. eds., 2013. Human resource management in developing
countries. Routledge.

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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Nickson, D., 2013. Human resource management for hospitality, tourism and events.
Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.