Analyzing HR Strategies: How SLAs Drive Improved Business Results

This presentation provides an overview of various HR strategies and their impact on business performance, emphasizing the critical role of Service Level Agreements (SLAs) in achieving organizational goals. It begins by defining the characteristics of a good HR strategy, highlighting its ability to provide uniqueness and focus, and its sustainability. The presentation elaborates on the specific uses of HR strategies, including talent management, employee development, personnel management, reward management, and productivity maintenance. It further discusses the importance of SLAs in establishing mutual understanding between service providers and consumers, covering aspects like response time, quality, and efficiency. The presentation also touches on the need for effective SLA implementation across areas such as HC management, employee relations, and knowledge management. Finally, it categorizes overall strategies into high-performance, high-involvement, and high-commitment management, detailing how each approach contributes to organizational success. The presentation concludes by reinforcing the significance of HR strategies and SLAs in driving business outcomes.

HR STRATEGIES

Content
 Introduction
 A good HR strategy
 Advantage of a good HR strategy
 Uses of HR Strategy
 Role of SLA in Business Performance
 Need of effective implementation of SLA
 Categories of overall strategy
 High performance management
 High commitment management
 High involvement management

Introduction
 “There is no great strategy only great execution”
 In this section, the importance of the HR strategies has
been explained.
 The role of SLA in business performance is also
discussed.
 Different human resource strategies have been
discussed in this section.

A good HR strategy
A good HR strategy defines:-
•Human Resource Management (HRM) policies.
•Organizational structure and procedures and how they must be
integrated with the various business plan.
•Key elements of a good HR strategy:
• Strategic objectives
• Plan of action

Advantage of a Good HR Strategy
 Provide uniqueness and focus to the organizational processes.
(differentiation, focus)
 They are tough to crack and difficult to copy
 They are sustainable
5

Uses of HR Strategy
Specific: focuses on specific areas
• Talent management
• Overall Development of employees
• Personnel Management
• Reward management
• Maintaining productivity

Role of SLA in Business Performance
 Service level agreement (SLA) is a kind of contract between
the consumer and the service provider that contain the details
of services the organisation is providing.
 SLA covers various business aspects, such as response time,
pace of the work, quality, efficiency, etc.
 Establishes a mutual understanding between service provider
and consumer.

Need For Effective Implementation
of SLA
 HC management
 Employee relations
 Organization development
 Resourcing
 High-performance management
 Corporate social responsibility
 Employees’ Engagement
 Knowledge management
 Talent management
 Learning and development

Categories of overall strategies
 Revolutionary approach of HRM.
 Specific plans to develop sets of HR practices and set a
coherent HR system.
 Categories are:-
 High-performance management
 High-involvement management
 High-commitment management

High-performance
management It affects organizational performance
 It makes use of HPWS – high performance work systems for
different purposes as given below:-
 Training and development
 Performance management
 Recruitment & selection
 Reward management

High-commitment
management In this, commitments are elicited so as to self-regulate the
behaviour instead of controlling it.
 It forms organizational relationship based on trust.
 Approaches to achieve commitment:
 Career ladders and emphasis on trainability
 Functional flexibility
 Reduction of hierarchy, ending of status differentials
 Reliance on teams: dissemination, structuring work

High-involvement management
 It defines the commitment and involvement of the
management against the bureaucratic control.
 It treats employees as the partners.
 It provides opportunity for the workers to control their work.
 It assists in communication for mutual understanding.

Conclusion
 In the course of the presentation, the importance of a good
HR strategy was emphasized along with its uses.
 In addition, the role of SLA in business performance was
elaborated.
 Different human resource strategies had been discussed in
this section.

References
 Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover:
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 Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A
framework for talent retention based on the psychological-contract perspective. Journal
of World Business, 49(2), 262-271.

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