Aligning Human Resources and Business Strategy

Analyze how your organization ensure/can ensure that HR strategy is fully aligned with the business strategy

Human resource management is vital for any organization that seeks to add value to its employees to ensure the growth of the business. Holbeche (1999) says that in the 21st-century business environment, HR has been transformed to become a core business leadership role (p.156). Good management of the human capital of a business ensures employee satisfaction while keeping costs under control. According to DuBrin (2009), HRM critically contributes to the success of business strategy through the development of high-performance work practices (p, 410).

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It is important for human resources leaders to find key prerequisites of human capital management. Integration of the Human resource strategy with business strategy requires human resources professionals to identify the business’s needs and goals and ways to achieve them through the available pool of employees.

Strategy integration also entails ways of using the existing pool of human capital to achieve the goals of the organization. It is important to note that human resources departments have to understand the business strategy of the organization for them to use it as a template in training employees to achieve organizational goals (Armstrong 2007). More often than not, when the HR strategy is aligned with the business strategy, it is common for HR to overlook priced practices like employee retention and satisfaction.

‘A vital skill of the HR Professional is the need to balance effectiveness, efficiency, and fairness’. Discuss

According to Taylor (2005), effectiveness, efficiency, and fairness can be understood through the analysis of three basic questions. They include if; HR is carrying out effectively its functions, if the HR is carrying out its functions efficiently and if the HR is carrying out its functions fairly. Fulfillment of the organizational objectives means the HR is carrying out its core functions effectively (p. 227). The HR ensures effectiveness through making sure that policies and practices that are enshrined in the business strategy and mission are carried out.

Additionally, it ensures the policies and practices that are set by the organization to achieve its goals in the organization (Ehnert 2008). To ensure effectiveness, there is a need for HR to carry out continuous training in order to keep employees updated on the business strategy as well as any changing business practices. If an organization achieves its targets, then it means that HR is carrying out its core functions effectively.

Efficiency is achieved through a smooth flow of information and quick resolution of problems in the organizations. Quick resolution of employee issues ensures a smooth running of a business organization hence increasing productivity and growth of the business. Efficiency also goes a long way in cutting costs associated with running a company. While effectiveness and efficiency are important, they can be greatly affected if employees feel that the element of fairness is missing.

Fairness in HR Management ensures adherence to ethical standards and codes. According to Taylor (2005), fairness ensures the HR and by extension, an organization meets the legal obligations especially in avoiding discrimination. Fairness also ensures that dismissal law is applied where it is required without any prejudice. Similarly, the principle applies when issuing disciplinary actions. The HR is expected to meet out punitive measures in equal measure. Fairness also assures an organization of employee commitment and loyalty (p. 415).

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Effectiveness, efficiency, and fairness therefore cannot be applied separately. Any competent HR department must employ all the above for the effective delivery of services.


Armstrong, M. (2007) A handbook of human resource management practice. Philadelphia: Koran Page Ltd.

DuBrin, (2009) Essentials of Management. Mason: Cengage Learning.

Ehnert, I. (2008) Sustainable Human Resource Management: A Conceptual and Exploratory Analysis Fro a Paradox Perspective. London: Springer Doldrecht.

Holbeche, L. (1999) Aligning human resources and business strategy. Oxford: Elsevier.

Taylor, S. (2005) People Resourcing. London: Chatered Institute of Personal Development.

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