The first step in using this strategy is to define the key elements: what the organisation needs to grow, an analysis of the work environment (SWOT/PESTLE), and how the culture of the workplace might hinder or support the business. Then the HR team will determine the details of the proposed strategy and the content. This is the rationale, or business case, and considers the businesses background and needs.
There needs to be an action plan in place, communication and consultation with the HR team and the business owners/managers to implement the strategy.

HR strategy will support:
Job analysis and design
Recruitment and selection
Learning and development
Performance management
Pay structure, incentives and benefits
Industrial relations
There are also some potential barriers to implementing the HR strategy in your workplace. These can include:
Long-term employees not accepting change
Employees not understanding or perceiving initiatives the intended way
Employees seeing the initiatives as a threat
Inconsistencies between the new strategy and the original corporate goals or values
Poor analysis of cultural factors
Inadequate investigation of environmental factors
Lack of support

To ensure you don’t run into these barriers, make sure that there is rigorous planning before implementation, formulate the WHOLE strategy and follow up with the staff, evaluate the progress and then decide what actions can be taken to mitigate any unseen adverse outcomes.


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