Discussion 1: Current HR Approaches

Human Resource strategies are important for all organizations to ensure that the organization runs smoothly and workers are motivated to work in favorable conditions. Different companies have different HR strategies depending on their current situations and objectives of the organizations. These strategies ensure that there are adequate human resources that meet the strategic goals and operational plans for the organization (Lawler, 2012). In other words, HR strategies link HR management directly to the organization’s strategic plan. Based on an organization’s strategic plan, it can develop a human resource strategy that will allow the organization to make HR management decisions that will support the future decisions of the organization.

According to research done in several organizations, some conclusions were made about the manner in which different organizations carry out practices in relation to HR strategies. Research findings indicate that in these organizations, the content and evaluation of the HR strategies may be classified as mainly putting emphasis primarily on the HR function, the workers in the firm, or the business.  Here are three most important ideas on HR strategies presented in the research. First, one company, for instance, identified performance, leadership, climate and HR capability as its priority components. Under any of these, more specific issues can be addressed. For example, we have the global diversity. Therefore, researchers concluded that these core elements best represent how these organizations view their HR functions.

Second, other organization presented performance as the primary HR strategy in the organization. These firms mostly emphasize that a good task force should be able to give high performance for the success of the organization (Wright, Snell & Jacobsen, 2004). Finally, other organizations identified talent management as a primary HR strategy and HR capability which focuses on developing the best HR systems, services and processes.

Discussion 2: Inside-Out versus Outside-In

Recommendations

For an organization to fully accomplish its objectives, selecting the appropriate HR strategies is important. In this case, we will consider an insurance company which just like any other organization, HR strategies are as important. Considering the recommendations given in the “Inside-Out versus Outside-In” article, I recommend for the insurance company to have mechanisms for tracking external developments, especially since most insurance companies depend on external factors for their success. For instance, if the companies evaluate these factors carefully and exploit them to their benefit. Identifying key trends and potential events with an impact on both the workforce and the business should be the beginning point from, which the HR strategy is derived, along with the strategic direction set by the firm (Wright, Snell & Jacobsen, 2004).

Finally, another recommendation for the insurance company is developing an official process for involving larger groups during the development of HR strategies. This is should be well applicable to the insurance company as it involves different levels of management from the line members who provide the input. Moreover, one or more members of the top executive teams should develop the actual strategy, then the top executive team should approve the strategies developed and finally, the HR strategy should be disseminated to all key line executives.

References

Lawler, E. (2012). Effective human resource management: A global analysis. Stanford University Press.

Wright, P. M., Snell, S. A., & Jacobsen, P. H. (2004). Current approaches to HR strategies: inside-out versus outside-in. People and Strategy, 27(4), 36-46.