When things get confusing, one always seeks advice, and I am here in the same situation. I have been hearing this for a long time and at times struggle with myself when someone says, "You have to form a strategy for this." However, no one really tells me what and how to make a strategy, and I get into deep confusions. Can someone tell me in layman's words what 'strategy making' is and how one goes about it? I would also like to know the names of a few books that can help me understand this concept. Seeking your valuable inputs.
From India, Calcutta
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From India, Calcutta
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Hi Radhika,
I'd like to share my understanding of "strategy". I hope it is helpful. Strategy means collecting the possible resources (person and material) and using them with a procedure to fulfill your ultimate goal. So, first of all, the goal should be clear. Then, think about all the relevant parts and how to use them.
Best regards,
Iris
From China, Beijing
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4I'd like to share my understanding of "strategy". I hope it is helpful. Strategy means collecting the possible resources (person and material) and using them with a procedure to fulfill your ultimate goal. So, first of all, the goal should be clear. Then, think about all the relevant parts and how to use them.
Best regards,
Iris
From China, Beijing
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Dear Radhika,
"Strategy" is a word that was used by the military, I mean the army, during World War. It means to plan in advance to handle the situation. In recent times, this word is used very frequently. People used to say, "make a strategy for retaining manpower," "make a strategy for recruitment." This is basically planning in advance, nothing else. You can say this is also a kind of planning.
The word "strategy" has been defined by various management authors.
With regards,
Rakesh
098313-33349
From India, Calcutta
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"Strategy" is a word that was used by the military, I mean the army, during World War. It means to plan in advance to handle the situation. In recent times, this word is used very frequently. People used to say, "make a strategy for retaining manpower," "make a strategy for recruitment." This is basically planning in advance, nothing else. You can say this is also a kind of planning.
The word "strategy" has been defined by various management authors.
With regards,
Rakesh
098313-33349
From India, Calcutta
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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 organization are managed and the translation of this into personnel policies and practices. To be effective, policies and practices have to be integrated so that they make a coherent whole with the business or organizational strategy. HR strategy is generally behavior-based.
There are four models of Human Resource Management:
1) Fombrun, Tichy, and Devanna model
2) Harvard model
3) Warwick model
4) Guest model
If you have any more comments, feel free to email me at careemah@hotmail.com.
From Mauritius
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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 organization are managed and the translation of this into personnel policies and practices. To be effective, policies and practices have to be integrated so that they make a coherent whole with the business or organizational strategy. HR strategy is generally behavior-based.
There are four models of Human Resource Management:
1) Fombrun, Tichy, and Devanna model
2) Harvard model
3) Warwick model
4) Guest model
If you have any more comments, feel free to email me at careemah@hotmail.com.
From Mauritius
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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
From India, Mumbai
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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
From India, Mumbai
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Implementing a Knowledge Action Plan.ppt
Developing a HRM Strategy.doc