l a heavy reliance on team structure for disseminating information (team
briefing), structuring work (teamworking) and problem solving (quality
circles).Wood and Albanese (1995) added to this list:
l job design as something management consciously does in order to
provide jobs that have a considerable level of intrinsic satisfaction;l a policy of no compulsory lay-offs or redundancies, and permanent
employment guarantees, with the possible use of temporary workers to
cushion fluctuations in the demand for labour;l new forms of assessment and payment systems and, more specifically,
merit pay and profit sharing;l a high involvement of employees in the management of quality.
As defined above, high-involvement and high-commitment management
have many similarities.
The following are some examples of overall HR strategy statements:
AEGON:
The Human Resources Integrated Approach aims to ensure that from whatever
angle staff now look at the elements of pay management, performance, career
development and reward, they are consistent and linked.B&Q:
l Enhance employee commitment and minimize the loss of B&Q’s best
people.
l Position B&Q as one of the best employers in the UK.Egg:
The major factor influencing HR strategy was the need to attract, maintain and
retain the right people to deliver it. The aim was to introduce a system that
complemented the business, that reflected the way we wanted to treat our
customers – treating our people the same. What we would do for our
customers we would also do for our people. We wanted to make an impact on
the culture – the way people do business.
(HR director)GlaxoSmithKline:
We want GSK to be a place where the best people do their best work.HR strategies l 57