Beyond HR

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Impact in Strategy Analysis

Finding the Strategy Pivot-Points

How concerned would you be if your competitor had a copy of your HR strategy? Too often, the answer we get to that question is “Not very concerned, because ours probably looks a lot like theirs anyway.” Indeed, if you compare the HR strategies of two competitors, without indicating the names of the companies, it is often hard to tell which strategy goes with which company. Talent and organization decisions are often based on very broad and generic strategic goals, such as “increase innovation” or “provide world-class customer service.” Or they reflect workforce goals that are important but generic, such as “retain more baby-boomer technical talent,” “increase diversity,” ...