Arrange the basic process of HR strategy in correct orders : A. Identify people issues B. Communicate HR strategy C. Identify strategic Business issues D. Scan External Environment E. Develop HR strategy Choose the correct answer from the options given below :
D, C, A, E, B
The correct sequence is D, C, A, E, B — option 4.
| Order | Step | Question it answers |
|---|---|---|
| 1 | D — Scan the external environment | What is happening outside — economy, technology, labour market, regulation, competition ? |
| 2 | C — Identify strategic business issues | What does that mean for the business ? What must the organisation achieve ? |
| 3 | A — Identify people issues | What does the business agenda require of the workforce — skills, numbers, culture, capability ? |
| 4 | E — Develop the HR strategy | What policies on resourcing, development, reward and relations will supply that ? |
| 5 | B — Communicate the HR strategy | Making it known so that it can be acted on |
The principle the sequence embodies. This is strategic human resource management, and its central claim is that HR strategy is derived from business strategy, not formed alongside it. That is why business issues are identified before people issues: the workforce implications follow from what the business is trying to do. Reversing them — deciding on HR policies and then looking for a business justification — produces the disconnected personnel administration that strategic HRM was meant to replace.
Why B must be last. A strategy cannot be communicated before it exists. Fixing that, and fixing D first — the scan that informs everything else — disposes of every option except 4.
The two kinds of fit that such a process is meant to achieve :
| Fit | Meaning |
|---|---|
| Vertical (external) fit | HR strategy aligns with the business strategy — a cost leader and a differentiator need different people policies |
| Horizontal (internal) fit | The HR practices are consistent with one another — selection, training, appraisal and reward pulling the same way |
Why communication is a step at all. An HR strategy operates through line managers and through the expectations of employees. If neither group knows what it is, the policies are administered inconsistently and the intended message is lost — which is why communication is treated as part of the process rather than an afterthought.
Hence, the answer is D, C, A, E, B.
Similar Questions
Match List - I with List - II.
List - I
(Concept)List - II
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(a) Identify critical and carefully defined outcome measures.
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a. Evaluate
b. Prescribe
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Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
__________ is a profile of job holders department-wise and offers a snapshot of who will replace if there is a job opening.
Under which method of performance appraisal many evaluators join together to judge employee’s performance in several situations with the use of a variety of criteria ?
Following steps are undertaken for developing a workforce score card:
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps?
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
Arrange the following management functions in a logical sequence of getting things done.
A. Planning
B. Staffing
C. Organizing
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Choose the correct answer from the options given below:
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Match List - I with List - II.
List - I
(Concept)List - II
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