Strategic Approach to Job Design: An Issue in Strategy Implementation

Abstract

The field of strategy and strategic human resource management (SHRM) are combined to unveil the “black box” involved in strategy formulation and effective strategy implementation process. The SHRM new focus considered human capital as strategic resource utilized and deployed to strategic jobs that are designed to broaden its focus from task significance to strategically impact on employment of organizational capabilities or competencies at any level in the firm for the effective strategy implementation. Strategic job-design fit contribute to deploy organizational capabilities and competencies for the approach to effective strategy execution that leads to competitive advantage. The strategic capabilities of human capital exhibit certain behaviors that mediate the process of effective strategy implementation. It is suggested that without involvement of internal organization factors (Social Capital and Inter-functional coordination) behaviors cannot be applied appropriately for the convergence process. It is concluded that right pool of human capital should be strategically aligned with strategic jobs while recognizing and deploying organization capabilities and core competencies, manifested through appropriate behaviors rightly applicable through convergence process to smoothen the execution of the strategy.