Abstract:
One of the main areas of research in human resources strategy is adapting a strategic approach to human resources management and developing a human resources strategy. Strategic actions refer to innovative human resources programs and activities designed to create a close relationship between human resources and the organization's strategic goals. A strategic approach in human resources management is a managerial logic that requires the use of human resources and activities that are closely related to strategic affairs or organizational goals. Human resources strategies must be aligned with the company-level and business-level strategy, especially the organization's structural strategy and approach. This research, after reviewing the basic concepts of human resources and strategy, discusses human resources strategy and patterns for developing human resources strategies, and identifies the most complete model of human resources strategies for organizations. Finally, it is investigated whether this model meets the needs of organizations with an outsourcing approach.
Machine summary:
64) Delery and Doty Model (1996) These two researchers strengthened the very important relationship between the organization's strategy and the logic related to the human resources strategy, expanded Astermann's employment framework, and in this regard, proposed three types of strategies, namely market-based strategy, supply-based strategy from within, and middle-of-the-road strategy, which is a combination of the above two strategies (Bamberger & Meshoulam, 2002, p.
Astermann Baron and Kreps Model (1999) These two researchers identified three types of human resource strategies as follows: a strategy for supplying labor from the internal labor market; a secondary strategy (commitment-based); and a linking pattern (Bamberger & Meshoulam, 2002, p.
Strong attachment to the organization Strong attachment to the profession Stewart and Brown (2009), based on two dimensions of strategic orientation (cost leadership strategy or differentiation strategy) and labor market orientation (build/focus on internal or buy skills and talent/focus on external), have arrived at a four-quadrant matrix that represents human resource strategies (Figure 10).
Bamberger and Meshoulam 3 (2000), after a thorough and precise examination of previous human resource models, introduced their own model based on two dimensions of control (product or process control) and focus (internal or external), four types of human resource strategies, namely parentalistic strategy 4, secondary 5, committed and 6 free agent (Figure 11).
Internal Labor Market Figure 11: Human Resource Strategy Model Based on the Perspective of Bamberger and Meshoulam (1384) .
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