Strategy Implementation Variables

The variables that determine success in strategy implementation are:

1. Organizational structure - is a system that outlines how certain activities are directed in
order to achieve the goals of an organization. These activities can include rules, roles, and
responsibilities.
2. Task design - it is a manner of how a task plan and its workflow are organized. In other
words, the meaning actually stands for how profoundly a task's plan is projected .
3. Selection – is the process of choosing a qualified person for specific role who can
successfully deliver valuable contributions to the organization. The term selection can be
applied to many aspects of the process, such as recruitment, hiring, and acculturation.
4. Training and development of people and reward systems - Training and developing people is
the simplest, fastest and most practical way for companies to be successful in carrying out
activities, internal growth and business expansion. Reward systems on the other hand, are
one method of motivating employees to change work habits and key behaviors to benefit a
small business.
5. Types of information and information system - Information systems turn raw data into useful
information that can be used for decision making in an organization.

HRM’s 3 Implementation variables

HRM has primary responsibility for three implementation variables:

1. TASK – is a single unit of work — a single step in a multi-step project. A task is accomplished by a
set deadline and must contribute towards work-related objectives.
2. PEOPLE – Small businesses need to be staffed with competent people who can do the work that
is necessary to make the business a success.
3. REWARD SYSTEMS – A broad definition of reward schemes is provided by Bratton:‘Reward
system refers to all the monetary, non-monetary and psychological payments that an
organisation provides for its employees in exchange for the work they perform.’

HRM can affect the two remaining variables

1. Structure - HR's organizational structure matters because it provides the framework to align
resources with the priorities defined in your business strategy and to embody the
organization's culture.
2. Information and decision processes - All HR decisions have a direct and deep-rooted link to
organizational goals.

This figure presents the strategic management process from strategic choice to firm
performance: