Methodicial Bases or HR-Strategy Formation: From Strategic Alternatives to Key Performance Indicators

Abstract:

The purpose of this work was to systematize basic stages of strategic HR management. The main difference between traditional strategic management and personnel one is in strategic alternatives forming. According to development of human capital concept and escalating сorporate social responsibility three components of HR strategy were suggested: “quality of personnel-expenses”, “employees' interaction, vector of corporate culture and social responsibility”, “personnel development”. The combination of these types allows to form valid strategic alternatives of HR strategy. The condition for the effective implementation of the strategy is its decomposition to the level of key performance indicators. Purpose KPIs is the ability to assess the implementation of operational strategies and achieve strategic goals.

• Periodical: Advanced Engineering Forum (Volume 22)
• Pages: 112-120
• DOI: https://doi.org/10.4028/www.scientific.net/AEF.22.112
• Online since: May 2017
• Authors: Svitlana Dovbnya*, Oleksandra Pysmenna
• Keywords: HR-Management, HR-Strategy, Key Performance Indicators, Strategic Alternatives

References

[1] Ulrich, D. (2007) Effective personnel management. New role of an HR-manager in the organization. Moscow, PH Williams.

[2] Bossidi L. and Charan, R. (2015) Performance. System of objectives achievements. Moscow, Alpina Publisher.

[3] Ulrich, D. and Brokbenk, U. (2014) HR in the struggle for competitive advantage. Moscow, Pretext.

[4] Loyanich, Ya. (2013) Development of HR-strategy by steps. [Online] Kyiv. Intellect-project kmbs/ Available at: http: /innovations. com. ua/ua/articles/finance/18677/rozrobka-hr-strategiji-po-krokah [Accessed on November 15, 2015].

[5] Maslov, V.I. (2002) Strategic personnel management in XXI century. Moscow: Eksmo.