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HR strategy – necessity or fad for business sustainability?

Author

Listed:
  • Ghinea Valentina Mihaela

    ()

  • Moroianu Mădălina

    (The Bucharest University of Economic Studies, Bucharest, Romania)

Abstract

The present paper pleads for the awareness of HR strategy importance, in terms of proper design and implementation, as they definitely could impede or sustain the development of an organization. By making use of G.VALI, the model of organizational culture dynamics, we look for revealing the impact that (non-)existence of HR strategy, its alignment and coherence could have on the organization success. As proven by human experience, all types of strategies could work and be effective in certain conditions. Even more, no one can say that one strategy is better than other. However, in the same way, there is no guarantee of some strategies success. In this light, the difference lays in the handy and clever interlock of the country specific advantages and firm (-tobe) specific advantages. For achieving this specific aim, vertical (alignment) and horizontal (coherence) integration of each functional strategy must be ensured.

Suggested Citation

  • Ghinea Valentina Mihaela & Moroianu Mădălina, 2016. "HR strategy – necessity or fad for business sustainability?," Management & Marketing, Sciendo, vol. 11(2), pages 458-469, July.
  • Handle: RePEc:vrs:manmar:v:11:y:2016:i:2:p:458-469:n:4
    as

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    References listed on IDEAS

    as
    1. Ouchi, William, 1981. "Theory Z: How American business can meet the Japanese challenge," Business Horizons, Elsevier, vol. 24(6), pages 82-83.
    2. Kwantes, Catherine T. & Boglarsky, Cheryl A., 2007. "Perceptions of organizational culture, leadership effectiveness and personal effectiveness across six countries," Journal of International Management, Elsevier, vol. 13(2), pages 204-230, June.
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