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strategy implementation best. It seems the main factor have to do with situational factors
as they determine the fit between a given leader ship style and factors like, the nature of
task, technology , size of the organization, industr y, etc,., am ong them the ty pe do the
followers is the most i mportant one. Beer and Eisenstat h owever, considerer the
following as main ingredients that the le adership team must incorporate in the leadership
process for strategic success:
• Clear strategy, clear priorities. The t op team formulates the strat egy as a group
and spends significant amounts of time discussing it with lower levels.
• An effective top team , whose me mbers posse ss a genera l-management
orientation. T hrough const ructive confli ct, the team arrives at a common voic e
and creates a nd m aintains the organiza tional context needed to im plement the
strategy.
• Open vertical communication. The top team and lower levels are engaged in an
open dialogue about the organizations effectiveness.
• Effective coordination. Effective teamwork integrates activities around
customers, products or m arkets across diverse functions, localities and
businesses.
• Down-the-line leadership. Mid-level ma nagers with the potent ial to develo p
leadership skills and a general-mana gement p erspective are given cl ear
accountability and authority.
(Beer and Eisenstat, 2000)
Innovative HRM
STRATEGIC MANAGEMENT: HR IMPLICATIONS
Like any other aspect of strategic approach to management, HR strategic approach is considered
as a process of developing HR strategies in such a way to support the business strategies. Wright
et. al., based on some 20 companies study describe the generic approach to Strategic HR as
somewhat consist with process for developing business strategies (Right, 2001) Noe et.al.
depict 5 basic stages in identifying the HR strategy beginning from Scanning the external
environment to identifying strategic business issues leading to identification of peoples issue and
then developing and communicating HR strategies, (See Figure 2)
Scan the
external
environment
Basic Basic Process Process for HR Strategy Strategy
Identify
strategic
business
issues
Identify
people
issues
Develop
HR
strategy
Communicate
the HR
strategy
McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.
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