HR Strategy and Implementation: Support and Stakeholder Roles

This essay analyzes the role of HR professionals in strategy implementation, the level of support they receive, and the challenges they face in policy adoption. It discusses the importance of HR leaders working with organizational stakeholders, including employees and CEOs, to ensure effective implementation. The essay highlights issues such as the lack of adaptability to HR policies and restrictions on rapid decision-making, while also providing an example of HR policies regarding anti-harassment and non-discrimination. Furthermore, it underscores the need for HR professionals to engage with stakeholders, protect their interests, and build a healthy organizational culture. The essay also touches on the impact of social contexts on international subsidiaries.

RUNNING HEAD: STRAETGY AND HUMAN RESOURCE MANAGEMENT 0
Strategy and Human Resource Management
Student’s Details-
4-8-2020

STRAETGY AND HUMAN RESOURCE MANAGEMENT 1
Supporting HR Professionals in Implementing Strategies
HR professionals play a vital role in the making of the human resource strategy which can drive
success of the organization. Moreover, they are given sufficient support or power to devise or
make implementation of HR strategy (Geimer, et al., 2017). This can be seen from the example
of the situation wherein the HR professionals are given autonomy to take decisions regarding the
strategy for employee motivation and taking care of the wellbeing of the employees. Thus, they
are given necessary support for the implementation of strategy in which professionals are given
freedom to take control of the practices and exercise the power to build relationships with the
employees.
Adoption and Implementation of HR Policies
Every organization makes the HR policies which are implemented for guiding the behavior of
the employees. However, the adoption and implementation of HR policies is treated than less
than the ideal. This is because of the fact that there is lack of adaptability of the employees for
complying with the norms of the organization (Boxall & Pucell, 2016). Also, the policies can
place restriction on the undertaking of rapid decisions, shifting of strategies and also restricts the
promotions or the firing of the ineffective workers within the workplace (Ahmad, 2015). This
can be less ideal for the organization as this takes the time and effort for the incorporating and
enforcing of the policies and requires the cooperation of the trusted HR professionals for the
making of HR policies.

STRAETGY AND HUMAN RESOURCE MANAGEMENT 2
Working of HR Leaders with Organizational Stakeholders
HR leaders make HR Strategy by considering the stakeholders and make engagements with them
by protecting their interests and point of view. Moreover, for the making of the global HR
strategy, it is important to understand the needs of the groups of the stakeholders. Also, HR
professionals communicate with the stakeholders and listen to their concerns. They also account
for the vested interests of CEOs as these senior executives will drive and mandate the HR
decisions (Moreno, 2017). For the implementation of the global HR strategy, it is crucial to
engage with the CEO for the account of financial dependencies. Employees are stakeholders
which can influence the global HR system and it is important to make collaboration and
engagements for the creation of healthy organizational culture through building visible and
proactive experience.
Experience with regard to Implementing HR Policies
HR policy is related with the rules and guidelines used by the company in order to hire, train and
asses the employees in a fair and equitable way. The example regarding the implementation of
HR policies might the policy regarding anti-harassment and non-discrimination which are made
for the prohibition of harassment and discrimination within the workplace (Do, et al., 2018).
Moreover, the experience elaborates that the HR professional must comply with discriminatory
laws which are typically governed by state and federal laws. This can provide protection against
the inappropriate behavior of the people of the organization. Also, this HR policy is made for
guiding the behavior of the employees and also drives in the development of safe working
environment which can lead to increasing business success.

STRAETGY AND HUMAN RESOURCE MANAGEMENT 3
Bibliography
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent business &
management, 2(1), p. 1030817.
Boxall, P. & Pucell, J., 2016. Strategy and Human Resource Management. 4th ed. London:
Palgrave.
Do, H., Budhwar, P. & Patel, C., 2018. Relationship between innovation‐led HR policy, strategy,
and firm performance: A serial mediation investigation. Human Resource Management, 57(5),
pp. 1271-1284.
Geimer, J., Zolner, M. & Allen, K., 2017. Beyond hr competencies: removing organizational
barriers to maximize the strategic effectiveness of HR professionals. Industrial and
Organizational Psychology, 10(1), pp. 42-50.
Moreno, S., 2017. A successful global HR strategy involves all stakeholders. [Online]
Available at: https://www.glocalthinking.com/en/a-successful-global-hr-strategy-involves-all-
stakeholders
[Accessed 8 April 2020].