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ALRAQABA . ISSUE 16
Procedures for developing a human
resource strategy:
1. External climate analysis:
It is intended to accurately identify and
actively monitor all components and elements
of everything surrounding the organization
from institutions, entities, and groups related
directly or indirectly to its work that affect, to
various degrees, the directions, methods, and
opportunities of strategic human resources
management to achieve its objectives, as well
as to identify existing or anticipated risks or
obstacles.
2. Internal climate analysis:
Where the internal climate of the organization is
represented in the group of human, material, and
intangible elements that interact and support
each other to achieve its goals. It includes the
following internal climate:
- Individuals: the human resource (with their
various groups, types, skills, and job levels).
- Work - Functions (performed by individuals
of different degrees of importance,
complexity, and involvement)
- Equipment, supplies, and financial
resources “money” (which people use to
perform jobs).
- Systems, procedures, and methods to be
followed to perform the work.
- The available information is used in making
decisions and undertaking various actions.
- The human relations between the members
of the organization and its pros and cons.
- Organizational relationships that define the
roles, tasks, responsibilities, and powers
of each party of the organization, as the
strategic human resources department can,
through its various interactions, influence
those elements negatively or positively and
direct them to achieve the organization’s
goals.
3. Determine the strategic directions for human
resources
Strategic directions for human resources with
the direction of the organization contribute to
achieving its strategic objectives, as these
directions deal with major issues in human
resources affairs, such as issues of attraction,
selection, anddifferentiationbetween internal and
external sources to obtain the required elements
and the extent of the management’s acceptance
of the diversity of workers and their social and
cultural origins. In addition to the fundamental
basis, the technology applied in compensating
workers for their efforts and is calculated in the
form of a fixed salary or based on the decision
and the achieved results. As well as investment
in developing human resources systems and the
limits of funding available to implement technical
development programs for the performance of
strategic human resource management units.
4. Defining strategic goals in the field of
human resources.
It is the next step for defining the strategic
directions, which is to define the objectives, i.e.,
the results that the management aims to achieve
at the end of the activities covered by the human
resources strategies and plans. In other words,
determining the target results of every activity
that the strategic human resources department
undertakes so that those goals are the passage
through which implementation follow-up and
achievements are evaluated in detail.
Hence, it has become necessary to adopt
advanced strategies in human resources
management and development in public and
private sector organizations. In light of the
challenges of globalization, human resources
