Performance is all about people, the organisation’s most valuable resource and its most vulnerable. Any strategic decision or change in an organisation has huge implications on its employees. The Malcolm Baldrige Criteria for Excellence state that action plans for deploying strategy “should include human resource plans that are aligned with and support the overall strategy.”
Human resource strategy operates at two levels: one is the individual level, addressing issues such as job specifications, performance indicators, assessment and compensation. The other is the organisational level, involving the structure and broader issues like ethics and corporate culture.