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Translating business strategies into HR practices helps a business in three ways.

1. The business can adapt to change more rapidly

2. The business can better meet customer demands because the customer service strategies have been translated into specific policies and practices

3. The business can achieve financial performance by taking on a proactive approach for rapid execution

A strategic perspective of Human Resource Management requires consideration of both external (business strategy) and internal (consistency) requirements which leads to superior performance of the organization.

This performance advantage is achieved by:

• Aligning resources by supporting business strategy

• Maximizing HR value and using as a business advantage

• Leveraging resources such as, physical assets and capital to complement the human resources advantage

• Creating selection, testing and hiring criteria identifying diverse and resilient people

• Providing orientation emphasizing vision and mission

• Coaching leaders to communicate the vision, and design a work environment that removes barriers, de-emphasizes hierarchical control, promotes empowerment, and puts employees directly into contact with customers and suppliers.

• Creating flexible job descriptions to the meet organizations needs.

• Providing opportunities for cross-functional, virtual teams to solve problems or to come up with new ideas

• Creating an environment of diverse ideas, training, education and develop individual capacity.

• Holding people accountable for results, consequences for unmet goals

• Pushing decision making into rapid action

• Designing on-going feedback systems

• Designing competency-based results feedback systems

• Rewarding people on measurable results that have an impact on the organization

• Basing promotions on contribution to the business

• Encouraging risk taking and open discussions

• Coaching managers to handle their own “people” issues.