GLT HR Strategy Model

GLT HR strategy model is based on the ‘Systematic’ model which considers all relevant business and environmental issues. The methodology is detailed under:

Assess feasibility - whether the number and profile of associates required to make GLT succeed can be obtained on a timely basis and whether the behavioural expectations assumed by the strategy are realistic.

Determine Desirability- examine implications of strategy in terms of HR policies.

Determine Goals- these indicate the main issues to be worked on, and they derive primarily from the content of the business strategy. It translates into two key HR goals: Contribution and Composition.

Means for achieving goals- closer the external and internal fit better is the strategy in consistence with the need to adapt flexibility to change. External fit refers to the degree of consistency between HR goals on one hand and the exigencies of the underlying business strategy and relevant environmental conditions on the other. Internal fit measures the extent to which HR means follow from the HR goals and other relevant environmental conditions, as well as degree of coherency or synergy among various HR.