The HRM Strategy is the basic document of the HRM Function, which describes the desired state of the human capital in the organization and the desired state of the HRM Function.
The HRM Strategy has to be developed based on the overall business strategy and it has fully follow the main initiatives included in the business strategy. The HRM Management Team has to focus on the clear design and definition of the HRM Strategy.
The HRM Strategy has two main goals:
- Helping the organization to understand to the priorities and initiatives of the HRM Function;
- Helping to the employees of the the HRM Function to prioritize the activities of the function.
The HRM Strategy is the main document to make a good promotion of the initiatives and plans of the HRM Function among the management population in the organization. The HRM Strategy defines the final desired state of the HRM Function and the way how to get there.
The managers can support the initiatives of the HRM Function when they fully understand the whole concept and can provide the employees with the correct explanation. The managers cannot support any activities, when they do not know or understand the next steps to be taken.
The HRM Employees need the same as the managers. The HRM Strategy provides HRM Employees with the common basis for the discussions with the employees, managers and other members of the HRM Team. The employees of the HRM have to find their place in the HRM Strategy and their own possible contribution. The employees of the HRM Function can use the HRM Strategy as the basis for their own development and the possibility to find the gaps in their skills and competencies.
The main role of the HRM Strategy is to provide the basis for the decision making in the HRM Function, but the role of the main communication tool of the HRM Function is also very important.