Comprehensive Analysis of HR Strategies and Organizational Success

This essay delves into the critical role of Human Resource (HR) strategies in enhancing an organization's overall success. It emphasizes the importance of ethical work practices, including selection processes, incentive and compensation policies, and high-quality employee training, all of which contribute to improved employee knowledge, skills, and motivation. The essay further explores the significance of autonomy, open-door policies, and corporate social responsibility (CSR) initiatives in fostering a positive work environment and brand image. It references the work of Jeffrey Pfeffer, highlighting key principles for boosting profitability through effective HR policies, such as job security, employee involvement, and transparent communication. The essay also discusses the evolving concept of job security and its impact on employee morale and productivity, advocating for a balanced approach that prioritizes employee well-being and development alongside organizational goals. It also gives examples of companies that have successfully implemented these strategies like Nissan and Whole Foods.

Running head: HR STRATEGIES
HR STRATEGIES
Name of the Student
Name of the University
Author Note

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In today`s ever changing business scenario, the different human resource policies that
are followed by the various business organization holds significant importance. According to
various researches, the use of ethical work practices in a business organization in terms of the
various Human Resource policies.1 Those various human resource strategies mainly involves
good ethical selection process, various incentive and compensations policies in addition to
high quality employment training. All of the above mentioned strategies can help in
improving the knowledge, various skills, and the abilities of a business organization or firm's
current and potential employees along with helping them increase their motivation, reduce
shirking, and to enhance the retention of quality employees In addition to encouraging the
various nonperformers to leave the firm or business organizations.2
In addition the different human resource strategies also aids in improving the overall
performance of the employees of the business organizations in a ever changing business
environment. The different human resource policies or strategies mainly includes satisfactory
salary, good incentive packages, in addition to high quality employers training and good
opportunity for growth and development along
The different various human resource business strategies may include transparency
and regularity in the communication among the employer and the employees in a business
organization. A good human resource strategy may also include giving equal importance to
the development and well-being of its staff along with focusing in their work. Giving equal
time and resources in the corporate social responsibilities by a business organization is also
considered as an important part of good human resource strategy. The various examples for
the corporate social responsibility mainly include reduction of the carbon footprints, which is
beneficial for the environment. A good corporate social responsibility (CSR) may also
1 Boxall, P.F. and Purcell, J. Strategy and Human Resource Management. London: Palgrave, 2016.
2 Huselid, Mark A. "The impact of human resource management practices on turnover, productivity, and
corporate financial performance." Academy of management journal 38, no. 3 (1995): 635-672.

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include development of the various labor policies for the betterment of the staff for the
business organization in addition to taking part in the various fair trade. The various
charitable activities along with the various volunteering activities done by the business
organizations are also included as the part of the good corporate social responsibility
(CSR).Corporate social responsibilities (CSR) also include the various corporate policies that
are helpful for the overall environment. Being socially and environmentally aware during the
various investment is also consider as an important part of the corporate social responsibility
(CSR) of a business organization. All the various corporate social responsibility (CSR)
activities help in increasing the brand image and brand value of a business organization
among its various potential customers. Few examples for the business organization that
follows good corporate social responsibility (CSR) may include Johnson and Johnson,
Google, Coca Cola, Netflix, Spotify, Bosh, Starbucks, Lego and the Walt Disney
Company.3
Talking about the various human resource strategies also includes the autonomy of the
employees of the business organizations.4 Autonomy of the employees refers to the amount
of freedom that is being given to its various employees in a business organization. The
various freedoms may include deciding upon its schedule related work and timing. In some
business organizations, autonomy of the employees refers to the freedoms that are given to
the employees in terms of the way a work should be done. Other Human resources polices
mainly includes the open door policies where the employees are encouraged to talk to their
seniors like the manager, the chief executive officer (CEO), the managing director (MD), the
president or the supervisor of the business organization in case of any issues. They in literal
sense keep their “door” open for scope of further improvement and betterment for the
3 Unit, Business. "Corporate social responsibility." (2015).
4 Bamberger, Peter A., Michal Biron, and Ilan Meshoulam. Human resource strategy: Formulation,
implementation, and impact. Routledge, 2014.

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employees. Various other human resource management policies may include giving the staff
opportunity for creativity, in addition to improvement of the different human resource
recruiting procedures
According to the author Jeffrey Pfeffer as mentioned in his research journal “The
Human Equation: Building Profits by Putting People First”5, there are seven points that is
being stated by the author in order to increase the overall profitability of a Business
Organization by the various Human Resource policies. Those policies as mentioned by the
author Jeffrey Pfeffer may include job security, new recruitment policies for new employees,
‘Self-managed teams and decentralization of decision making process in the business
organization as the basic principles of business organization design and the Organizational
policies for high compensation contingent in the ongoing organizational performance”. In the
addition, the various other policies as mentioned by the author Jeffrery Pfeffer may also
include new and improved training program especially for the newer employees. Reduction
of various status distinctions, which may also include the dress policy, the usage of language
along with the various office arrangements and the difference in the pay grade across the
various levels in a business organization is also included as the vital human resource policy.
In addition, according to the author Jeffery Pfeffer, sharing of the different financial and
performance updates and information across the business organization with its employees.
This would help in increasing the loyalty and commitment among its employee by. Thereby,
increasing the overall productivity level among its employees and the business organization.
The author Jeffery Pfeffer in his research journal “The Human Equation: Building
Profits by Putting People First” states that the concept of employment security is different
from the general concept, belief and practice of many business organization in the recent ever
changing dynamic time in the business scenario. As the general meaning or concept of the
5 Pfeffer, Jeffrey, and Pfeffer Jeffrey. The human equation: Building profits by putting people first. Harvard
Business Press, 1998.

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term Employment security or job security in simple non- professional term means guarantee
of employment by the business organization. However, in the recent time, the top
management, its senior official like the manager, the chief executive officer (CEO), the
managing director (MD), the president or the supervisor of the business organization has a
different notion. They believe that all the employees in the business organization should be
encouraged and motivated in order to develop newer and better skills for better and more
production in the business organization. This would also help the employees to be flexible
and notion. Employment security or job security is believed to be a thing of the past by the
top management in the business organization in the present scenario. In the current dynamic
business scenario, the top management of a business organization refrains from making such
commitment of Job security or employment security in an unlikely or unfortunate situation of
downsizing or in situation of recession like the great depression. Howe ever the top
management of a business organization is not able to realize the negative effects of the
unavailability of job security or employment security along with the unfortunate situation of
recession or great depression on the overall output or production of the business organization
by the employees. All the following factors have a very bad or negative effect on the moral of
the employees. All the employees tend to get highly de motivated or de moralized as a result
the overall production tends to be decreased. 6
As per the author, the author Jeffery Pfeffer in his research journal “The Human
Equation: Building Profits by Putting People First” employee security or job security is
believed to be the cornerstone of the other six high performance of the management
dimensions. 7The author Jeffery Pfeffer had compared the relationship of an employer and an
employee in a business organization to that of a personal relationship of a human being.
6 Tyson, Shaun. Essentials of human resource management. Routledge, 2014.
7 Pfeffer, Jeffrey, and Pfeffer Jeffrey. The human equation: Building profits by putting people first. Harvard
Business Press, 1998.

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According to the author Jeffery Pfeffer in a relationship, a person only tends to be loyal and
committed to person until the time he or she is useful or valuable to the other. After that, it
would not be fruitful to ask a person to be in a relationship. However, this is not a correct nor
those it reflects a correct or positive approach in a relationship nor those it reflects a correct
or positive approach in a business organization. According to the author the author Jeffery
Pfeffer in his research journal “The Human Equation: Building Profits by Putting People
First”, loyalty and commitment towards ones work and business organization helps in
increasing the overall production of a business organization. An employee who is committee
and dedicated towards his or her work and the business organization will tend to be more
productive and act as a partner for the business organization. As per the author, Jeffery
Pfeffer the seven point of the human resource management is also very interesting. In the
following point, the author indicates the importance of the sharing of the financial along with
the performance information with its staff. This would in turn help to increase the loyalty and
commitment among its employees for the work and business organization. In addition, the
author also gives an example of a business Organization that is Whole Food. Whole food lists
all its member along with their name and their respective salary details for a year. The Chief
Executive Officer (CEO) of the Whole Food Mr. John Mackey “states that too much time and
energy is being wasted on wanting to know who made what. Therefore, he limits the
guesswork and enables his employees to be more productive for the business organization”.8
A human resource strategy is said to be the link or connection between the various
human resources of the business organization and the different strategies, objectives and the
business organizational goals. The business organization has greater chance of being
successful when all the different teams are working towards or for the same goal and
objective as stated by the management of the business organization. The various Human
8 Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource management practice.
Kogan Page Publishers, 2014.

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Resources strategies involve the analysis of the strength and weakness of the various
employees in the business organization. In addition, various actions are taken in a business
organization, which in turn would help in increasing the productivity of the staffs.
Various human resource management strategies also use the results of the following
analysis in order to formulate various Human resources strategies, which would be helpful in
addressing the various weaknesses of the various employees in a business organization.9
Taking about the various benefits of the different Human resources strategies for any
business organization mainly includes increase in the overall job satisfaction for the
employees, which in turn would help in increasing the overall production for the business
organization.10 The various Humana resource strategies would help in the creation of a better
work place environment of a business organization, which in turn would help in increasing
the job satisfaction for the employees there by increasing the overall production. Proper
implementation of good human resource techniques helps in increasing the productivity and
the quality of work by the employees thereby increasing the rate of customer satisfaction in a
business organization. The various resources both monetary and human resources are
managed in a much more efficient way with the help of proper implementation of good
human resource techniques there by increasing the overall productivity of a business
organization. 11
Taking about the various business organizations who have successfully formulated
and implemented the various human resources strategies may include the Nissan. The Nissan
9 Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource management practice.
Kogan Page Publishers, 2014.
10 Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education, 2017.
11 Nankervis, Alan R., Marian Baird, Jane Coffey, and John Shields. Human resource
management: strategy and practice. Cengage AU, 2016.

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business organization implemented a human resource concept named the “Kaizen”. The
“Kaizen” concept helps in empowerment of the Nissan workforce to relentlessly work
towards the improvement of the way a work is done in the Nissan business organization. In
addition, the “Kaizen” concept also involves the giving the manager the right to select and
develop their own team. 12
Another example of the business organization may include the Alliance Boots, which
is the parent company for the Boots chain. The various human resource strategies are well
known for the various outreach promotional programs for its employee’s community. As a
matter of fact, “Alliance Boots was on the very first Business organization of its kind that
offered formal accreditation to its employees for their work in the community”. 13
Mayo clinic is featured in the Forbes100 best companies to be working for. The
following Business organization had worked towards creating a dynamic team, which is
aided by strong management, good communication, and training. 14
Conclusion
In today ever-changing dynamic scenario business scenario, the Various Human Resources
strategies that helps in enhancing the performance of the staff of the Business organization
mainly includes good remuneration , attractive benefit packages , opportunities for growth
and development in the business organizations, ongoing employees training and scope for
growth and development. They are very vital and essential for the survival of a business
organization in today competitive scenario.
12 Faerberg, Ekaterina, and Alexander Kozhevnikov. "Kaizen as a basis for quality system performance in
organisation." Economic and Social Development: Book of Proceedings (2013): 1004
13 McGrath, Rita Gunther. The end of competitive advantage: How to keep your strategy moving as fast as your
business. Harvard Business Review Press, 2013.
14 McGrath, Rita Gunther. The end of competitive advantage: How to keep your strategy moving as fast as your
business. Harvard Business Review Press, 2013.

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REFERENCES
Armstrong, Michael, and Stephen Taylor. Armstrong's handbook of human resource
management practice. Kogan Page Publishers, 2014.
Bamberger, Peter A., Michal Biron, and Ilan Meshoulam. Human resource strategy:
Formulation, implementation, and impact. Routledge, 2014.
Boxall, P.F. and Purcell, J. Strategy and Human Resource Management. London: Palgrave,
2016.
Cania, Luftim. "The impact of strategic human resource management on organizational
performance." Economia. Seria Management 17, no. 2 (2014): 373-383.
Faerberg, Ekaterina, and Alexander Kozhevnikov. "Kaizen as a basis for quality system
performance in organisation." Economic and Social Development: Book of Proceedings
(2013): 1004
Huselid, Mark A. "The impact of human resource management practices on turnover,
productivity, and corporate financial performance." Academy of management journal 38, no.
3 (1995): 635-672.
Kehoe, Rebecca R., and Patrick M. Wright. "The impact of high-performance human
resource practices on employees’ attitudes and behaviors." Journal of management 39, no. 2
(2013): 366-391.
McGrath, Rita Gunther. The end of competitive advantage: How to keep your strategy
moving as fast as your business. Harvard Business Review Press, 2013.

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Nankervis, Alan R., Marian Baird, Jane Coffey, and John Shields. Human resource
management: strategy and practice. Cengage AU, 2016.
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human
resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education, 2017.
Pfeffer, Jeffrey, and Pfeffer Jeffrey. The human equation: Building profits by putting people
first. Harvard Business Press, 1998.
Tyson, Shaun. Essentials of human resource management. Routledge, 2014.
Unit, Business. "Corporate social responsibility." (2015).