In this era of Globalization, where the modes of business have been change radically, at the same time functions perform in the organization have also been improved. In this article the focus has been made to the Human resource function of the organization. Human resource function of the organization is now acted as a strategic partner with all other functions of the organizations to achieve the goals of the organizations more efficiently. Beside all other functions, a comprehensive HR strategy should be there to get the organization objectives. In strategic Human Resource, HR planning always made on the long term basis by keeping in view the organization long term goals. It helps us to determine that we have the right people for the right job; they are skilled or unskilled; attitude towards work and their development process in the organization.

One of the must of the strategic human resource is that it must meet with the other organization strategies and plans. The exclusion of the human factor causes the intricacy in order to achieve the organization objectives. The HR strategies add value to the organization by articulating the common themes behind the strategies as well as the identification of plans and strategies which seems to be necessary to achieve the organization goals. There are four different areas which articulate the organization plans into the strategies of the organization and play a major role in strategic human resource planning i.e. planning of HR, development of strategies, alignment of strategy with the HR, and implementation of the strategies organization wide.

First at organization level there should be a careful consideration should be made for the existing and developed plans to draw attention and creating a common themes on the organization wide.
Secondly, Organization wide HR strategies should be made which are calibrating with the organization plans, goals and objectives. The issues which must be discuss in these strategies are workforce planning issue, skills planning, equity plans, economic empowerment, motivation and fair treatment, grading and remuneration system , career development framework and policies to support these frame works. HR strategies should design carefully to achieve its strategic and organizational goals.

Beside this organization wide plans should be designed in such a way that it takes account of plans for changes in the wider environment, such as changes made in employment market, remuneration system, employment pattern, employees relation, legal environment, and the flexible work timing processes. Organization should always searching for the opportunities and development of the HR strategy the opportunity may be a restructuring exercise, a corporate acquisition, joint venture or merger. For achieving the objective of the organization, HR strategy should integrate with the rest of the organization level strategies. For this purpose the HR practitioner should consider all the stakeholders of the organization, cultivate and develop the allies through consultation process, commitment of the strategy at all levels of the organizations, and give regular feed back on the implementation of the strategy. The specific approach for developing the human resource strategy varies from one organization to the other; even so, an excellent approach to describe the human resource is describing here which consists of six steps i.e.

1- Setting the strategic direction
2- Designing the human resource management system
3- Planning the total work force
4- Generating the required human resources
5- Investing in human resource development and performance
6- Assessing and sustaining organizational competence and performances

In first step strategic direction is the goals or objectives which an organization wanted to achieve than there need a proper human resource management system to achieve these strategic objectives. After developing the HR management system, there need a skill inventory required by the organization, attracting and retaining of the personnel also comes under umbrella of strategic HR. On the basis of this access the organizations outcomes to adjust according to the system . The six broad interconnected components of this system consist of three planning steps and three execution steps. The top three components represent the need for planning. Organizations must determine their strategic direction and the outcomes they seek. This is usually accomplished with some form of strategic planning. Classic strategic planning is a formal, top-down, staff-driven process. When done well, it is workable at a time when external change occurs at a more measured pace.

However as the pace and magnitude of change increases, the approach to strategic planning changes substantially, the planning process should be more agile, changes in plans are much more frequent and in pre determine time schedule. Planning process is more proactive and from top to bottom, and finally the leadership involvement is much necessary in order to make the HR compatible with the change. The Strategic Human Resource deals with the both quantity and quality of the workforce. Many multinational organization take their people as a competitive advantage, they align their skills, personality, timing according to the organization’s mission, vision and goals. On the basis of the strategy, organization develops flexible working hour, best remuneration system, training and development so that they efficiently use the employees’ skills at all the levels of the organization.

For using the organization HR strategically, analysis of the external and internal environment of the organization is much necessary and on the basis of this scanned information, development of organization vision, mission and guiding principles has been made. There must be a calibration in between the mission outcomes and the strategic goals of the organization. The decisions regarding the development of strategies should not be taken alone rather there must be keep in view the consideration of all the stake holders of the organization.

In the next stage, where development of human resource management system has been made, we must design HRM plans, policies and practices, various options may be consider like using the industrial best practices. Emerging HRM policies include outsourcing of HR core functions and flexible work practices (teleworker, work from home). After development of the human resource management system, planning of human resource has been made, it includes the man power requirement, organizational design and the job design. Workforce planning is the identification of the employees’ competencies and skills required to meet the organization strategic goals. This planning can be done for a department, division or for the organization wide.

After the planning has been made, based on the strategic need of the human resource the decisions have been made regarding the recruitment, testing, selection, training and the career development of the employees in the organization. In contrast to the traditional organization function, investment has been made in the human resource function. Appropriate policies should be develop and apply to the organization like career planning, performance appraisal, employees’ development and learning, reward management, promotions and job assignments. After planning and implementation of the strategies, there is a need to evaluate that are the policies worked in the way required by the organization or not ? if the strategies are match with the organization’s vision and mission than the output of the organization will be surely enhance other wise due to lack of calibration, the organization failed to give the required result. Different tools and techniques are used by the organization like Balance score card of performance management is widely used by the organization in order to measure the performance. In case if the targets are not met by the strategies than appropriate action needs to be taken by the management, this may be the review of policy or adopting the new strategies which resemble with the organization vision and objectives.