HR Strategies towards advancement:

HR needs to keep moving itself forward, toward the strategic partner role, by becoming better profit-and-loss business leaders. Be the ones to lead companies back into thinking externally, about customers and markets, and how to create unique value for them. What a surprising and powerful role that would be for HR leaders! Start measuring HR impacts on real business results, not HR activities. Instead of measuring time to hire, measure the people aspects of opening up a new market and the returns they generate. The following themes were identified as most significant:

• Use of technology to communicate with employees.
• Rising health care costs.
• Increased vulnerability of intellectual property.
• Managing talent.
• Greater demand for high-skilled workers than for low-skilled workers.
• Labors shortage.
• Change from manufacturing to information/service economy.
• Increase in employment-related government regulations.
• Focus on domestic safety and security.
• Ability to use technology to more closely monitor employees

Excellence is not just about best practice or keeping pace or leapfrogging the competition on Monday to be caught again on Wednesday. Nor is it simply about establishing customers' requirements, important though that is. Excellence is increasingly concerned with having the individual intellectual capacity and the collective business intelligence to predict today what will happen tomorrow. Against this background, the integration of HR planning, in particular of an organization's intellectual capacity with strategic business planning, is likely to be the most effective route to true integration with business excellence. It implies a balanced approach to excellence based upon a different interpretation of motivation theory, recognizing a new balance between financial and non-financial rewards.

HR and their Strategies:

Almost every HRM Function has the HR Strategy. When you read all those HR Strategies, you can see that they are same. The people, who are focused on process perfection and streamlining of all the HRM Policies, prepare the strategies but the HR Strategies are not sexy for the audience.
The HR Strategy does not include the vision of the HRM Function usually. It does not reflect the uniqueness of the company on the overall market. The HRM Function reflects the modern HRM trends in the strategy, but it does not show the resulting vision to the audience.

Interesting HR Strategy:

The interesting HR Strategy with the vision does not look like a roadmap; it can be drawn as a nice and colorful picture. When the HR Manager is asked to explain the strategy, then the HR Manager is able to describe it as the painting in the front of his eyes.
The HR Strategy has to describe the goal of the HRM Function and it has to show the unique approach of the company on the job market and the unique approach of the organization towards its employees.
The HR Management Team has to focus on the vision included in the HR Strategy as the audience in the organization can join the right emotions with the HR Strategy and the initiatives included in it.
The HR Management has to avoid the effort to draw an exact road mad to get to the target as the managers and employees will understand the way, but they will not understand „WHY“. The HR Strategy has to describe the vision, not the map to get there