Leolingham2000
Management Consultant
Iris
Hrs
Careemah
Student
Radhika_13
Hr Professional

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Dear Friends...
Hope you are doing fine.When things get confusing one always seeks advice and I am here in the same situation....
I have been hearing this for long and at timesjuggle with myself...when someone says "You have to form a Strategy to this"..Make a strategy....
No one tells me what and how to make a strategy and I get into deep confusions.
Can some one tell me in a layman's word what is strategy making?How does one go about it..or help me with few book names that can help me understand this upset making demon to me now.."STRATEGY"
Seeking your valueable inputs...
With warm regards,
Radhika

Hi,Radhika,
I'd like to share my understanding on "strategy". Hope it is helpful.
Strategy means collecting the possible resourses (person and material) and using them with some procedure to fulfill your ultimate goal.
So, first of all, the goal shall be clear. Then, think about all the relative parts and how to use them.
Best regards,
Iris

Dear Radhika,
Strategy is a word which was used by military i mean Army during world war . Which means plan in advance to handle the situation. In recent times this word is used very frquetly. People used to say make a strategy for retaining Man power make a strategy for recruitment. This is basically planning in advance nothing else.You can say this is also kind of planning .
Strategy word has been defined by various Management authors.
With regards,
Rakesh
098313-33349

Hello
Strategy has to do with long term planning.
If you mean Human resource strategy, then it means the central philosophy of the way people in the organisation are managed and the translation of this into personnel policies and practices.
To be effective policies and practices has to be integrated so that they make a coherent whole which the business por organisational strategy.
Hr Satrtegy is generally behaviour based.
There are four models of Human resources Management:
1) fombrun, tichy and devanna model
2) Harvard model
3) Warwick model
4) Guest model
Any more comments feel free to email me.

THE CONCEPT OF STRATEGY

Strategy determines the direction in which the organization is going in relation to its environment. It is the process of defining intentions (strategic intent) and allocating or matching resources to opportunities and needs (resource‑based strategy), thus achieving strategic fit between them. Business strategy is concerned with achieving competitive advantage. The effective development and implementation of strategy depend on the strategic capability of the organization, which will include the ability not only to formulate strategic goals, but also to develop and implement strategic plans through the process of strategic management. Strategy is about implementation, which includes the management of change, as well as planning.

The concept of strategy is not a straightforward one. There are many different theories about what it is and how it works.

strategy can have a number of meanings, namely:

• a plan, or something equivalent ‑ a direction, a guide, a course of action;

• a pattern, that is, consistency in behaviour over time;

• a perspective, an organization's fundamental way of doing things;

• a ploy, a specific 'manoeuvre' intended to outwit an opponent or a competitor.

The formulation of corporate strategy can be defined as a process for developing and defining a sense of direction. It has often been described as a logical, step‑by‑step affair, the outcome of which is a formal written statement that provides a definitive guide to the organization's long term intentions. Strategy is a systematic process:

-first we think,

-then we act;

-we formulate

-then we implement.

Strategy has always been emergent and flexible. It is always 'about to be', it never exists at the present time.

Strategy is not only realized by formal statements but also comes about by actions and reactions.

Strategy is a description of a future oriented action which is always directed towards change.

The management process itself conditions the strategies that emerge.

---------------------------------------------------------------------------------------------------

STRATEGIES ARE GUIDED BY THE OBJECTIVES / GOALS

OF THE ORGANIZATION.

-SET OBJECTIVES /GOALS

-DEVELOP STRATEGIES.

-IMPLEMENTATION ACTION PLAN

*WHAT

*WHO

*WHEN

*HOW

*AT WHAT COST

*HOW TO MONITOR

=======================

-===============================================

STRATEGIC HRM DEFINED

Strategic HRM is an approach to making decisions on the intentions and plans of the organization concerning the employment relationship and its recruitment, training, development, performance management, reward and employee relations strategies, policies and practices. The key characteristic of strategic HRM is that it is integrated. HR strategies are generally integrated vertically with the business strategy and horizontally with one another. The HR strategies developed by a strategic HRM approach are essential components of the organization's business strategy.

================================================== ================================================== ======

EXAMPLE.

CORPORATE OBJECTIVE

-make the organization a learning organization

CORPORATE STRATEGY

-provide to all levels of staff and management a

minimum of 4 days training in a year over the

next 3 years.

HR OBJECTIVES

-constantly enrich and improve the organization's

knowledge and capabilities.

-influence work culture, behavior and management

practices so that they support creativity and

high performance.

HR STRATEGY

-provide knowledge base / database using the intranet/

internet facilities, so that the resources are available

24x7x365 hours.

-conduct training needs analysis and offer tailored

programs for each level of staff / management.

=============================================

NOW YOU CAN DEVELOP AN IMPLEMENTATION

ACTION PLAN.

*WHAT

*WHO

*WHEN

*HOW

*AT WHAT COST

*HOW TO MONITOR

------------------------------------------------------------------------------------

THIS IS JUST AN EXAMPLE OF THE APPROACH.

OF COURSE, EACH ORGANIZATION WOULD HAVE

DIFFERENT NEEDS AT DIFFERENT TIME AND

WOULD BE GUIDED BY THE AVAILABLE

RESOURCES.

regards

LEO LINGHAM

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