The HRM Strategy cannot exist without its communication toward the line management of the organization as the line management has to understand to the goals and the approach of the HRM Function to support. The employees in the HRM Function are the second target group for the HRM Strategy as they have to know how to construct their own goals and visions of their own role in the HRM Function.
The HRM Strategy is a document, which allows all the stakeholders to understand the basic goals of the HRM Function and to play the role towards the goals of the HRM Strategy. The HRM Strategy is not a document focused on the following year, it is focused on the future and the final state of the HRM Function. The HRM Strategy describes the desired processes and procedures of the HRM Function when servicing the organization.
The HRM Strategy has to be public. When the HRM Strategy is confidential, it cannot be used as an anchor in the definition of the goals of the function and employees as they cannot refer to the document, which is not publicly known and available.
The HRM Strategy communication is not an easy task as the HRM Strategy does not show just nice things for the future, but it can express a lot about the efficiency of the organization and it can address many issues of the organization. The HRM Strategy is not a document to make every single employee of the organization happy, but it has to provide all the employees with the way how to stay the employee of the organization. This can bring a lot of issues and troubles to the organization, but the HRM Function needs to be strong enough to announce it publicly.
The HRM Strategy has to be open to the target groups and the HRM Function has to know, how to handle the information included in the strategy. The HRM Strategy can be communicated fully or the target groups can be divided into several clusters with different information available for them.