According to Michael Armstrong, "General Human resource strategies describe the overall system or bundle of complementary HR practices that the organization proposes to adopt or puts into effect in order to improve organizational performance''.

The three main general HR strategies are High-performance management, High commitment management and High involvement management.

High-performance management

This aims to create a human resource system that has a positive effect on the performance of the organization.

It aims to improve the performance of the organization in such areas as productivity, quality, levels of customer service, growth and profits by implementing high-performance work systems (which is a bundle of HR practices, work structures and processes that improve employee skill, knowledge and commitment, involvement and adaptability).

High commitment management

According to Woods, ''High commitment management is a form of management which is aimed at eliciting a commitment so that behaviour is primarily self-regulated rather than controlled by sanctions and pressures external to the individuals, and relations within the organizations are based on high levels of trust''.

Instead of focusing on a single higher power, high commitment management stresses personal responsibility, independence, and empowerment of employees at all levels.

High-involvement management

Benson et al defined HIgh-involvement management as ''the specific set of human resource practices that focus on employee decision-making, power, access to information, training and incentives''.

It aims to encourage employee involvement in management decision making as well as provide employees with the skills and autonomy to identify improvement in firm processes

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