Three Eras of Human Resource Strategy
There are three (3) eras of HR Strategy (Snell et al., n.d.):
- Person-Job Fit
- Person-Job Fit allows businesses to establish necessary levels of productivity and stability in obtaining their competitive requirements.
- Person-Job Fit allows businesses to establish necessary levels of productivity and stability in obtaining their competitive requirements.
- Systemic Fit
- Systemic Fit has two types.
- The first type is Internal Fit, which highlights the significance of a logical connection or consistency among the organizational practices necessary to be mutually reinforcing. It also emphasizes the overarching employment relationship between the organization and its workforce.
- The second type of Systemic Fit is External Fit. This aspect highlights the alignment of HR activities or practices with the demands or needs of the organization.
- Systemic Fit has two types.
- Competitive Potential
- Competitive Potential focuses on the HR strategies that attend to the competitive challenges among businesses. This era has three elements:
- Knowledge-based perspectives complement the behavioral perspectives of HR
- Considers the concept of agility to coordinate the simultaneous needs for flexibility and strategic fit
- Utilizing architectural models to provide a clearer view of employment and the HR department as a whole
- Competitive Potential focuses on the HR strategies that attend to the competitive challenges among businesses. This era has three elements:
References:
Snell et al. (n.d.). Human Resources Strategy: The Era of Our Ways. https://ecommons.cornell.edu/bitstream/handle/1813/77429/Human_Resources_StrategyThe_Era_WP00_17.pdf?sequence=1