Strategic Management- A New Perspective!!!

“A practice is also activity within a profession and the concept of best practice defines an activity that delivers an outcome better than some other activity” People talk about HR as activities, systems, processes, decisions, initiatives. The work of HR is a set of practices because practice is something that is continually being learned. The transformation of HR is incomplete unless there is alignment, integration, and innovation for the four categories of HR processes. Categories of HR processes: 1.People practices: “What happens to organizations happens to people”. Proper attention to people ensures the availability and development of the talent organization needs to accomplish its strategy. Talent=Competence x Commitment x Contribution 2.Performance Practices: “What links people to work?” The standards and measures, financial and non financial rewards, and feedback that reflect stakeholder interests. Proper attention to this flow promotes accountability for performance by defining

“HR can transform organizations only if it transforms HR” In the last 50 years HR professionals have moved from industrial relations where they negotiate the terms and conditions of work to personnel specialists who have expertise in HR practices like recruiting, compensation, training and organizational development to business partner who deliver value to business. As business challenges become more complex with economic, global, technological, competitive, customer, and demographic changes and pressures, business leaders seek innovative solutions to managing short and long term cost both locally and globally. For HR professionals to contribute to these demands, they must transform how they work. This fundamental transformation must occur in the way the HR department is organized (into services centers’, centers’ of expertise, embedded HR)how HR practices are designed ,integrated and aligned to business requirements; and how HR professionals must be prepared so that they can contribut