Aspects of Strategy Implementation

Strategy is a critical and integral part of the functioning of a human company. It is a plan that includes various actions of employees and organization departments, providing a complete understanding of the goals of the work. The most important aspect of the strategy implementation (SI) is the formation of the overall final results of the activity. In addition, certain requirements and standards for the production process are also taken into account. It is important to note that all these characteristics should be based on the desires and needs of the consumer.

The company’s strategic policy plays an important role for all aspects of the workflow. Lynch and Mors (2019) emphasize that “network ties that are highly embedded in the social structure are more likely to be affected by change in the formal structure” (p. 255). In addition, the company’s actions aimed at the long term depend on the development of resources and production capabilities. These indicators can guarantee a stable position in the market and maintain competitiveness.

Therefore, it can also be argued that the application of strategy is the definition of how a company perceives and deals with competition. Tawse and Tabesh define the effectiveness of SI as “the extent to which an organization’s implemented strategies correspond to its strategic intentions” (p. 23). Thus, depending on the desired results, certain activities of the organization ensure the consistency of policies aimed at achieving them. This aspect of the company’s functioning determines the direction of development and, more importantly, helps to assess future risks.

Possible risks must always be taken into account when applying any strategy. This is due to the increased dynamics of the modern market. Thus, one of them may be inconsistency with the time frame. This is due to the fact that the strategy is being developed for a certain time period (Alharthy et al., 2017). Moreover, the loss of key technologies and tools is possible. Such situations are associated with incorrect and inefficient planning.

Thus, the application of the strategy in practice is one of the most important and valuable aspects of the company’s work. The implementation of the strategy in practice is one of the most important and valuable aspects of the company’s work (ul Musawir et al., 2020). This is due to the fact that the managers of the organization should always take into account the capabilities of their company in the long term. This gives an understanding of how the activity is going at the moment and how it may change over time. A special role in the process of developing and applying the strategy is also assigned to human resource managers.

A vital role in the decision-making process for the introduction of a strategy is to take into account the company’s human resources. Employees represent one of the most valuable resources for effective workflow (Greer, 2021). However, Olson et al. (2018) state that “little attention has been paid to human resource management policies” (p. 62). HR specialists are engaged in the management of this aspect of the work. They play an important role in the process of developing and adopting an organization’s strategy.

The special importance of a specialist in working with a human resource when applying the strategy is due to the fact that their work includes the implementation of a number of functions. They begin with providing basic operations and providing the necessary data and end with direct participation in the planning of the company’s strategy. Thus, HR managers make an immeasurable contribution to the success of the company and the preservation of its position in the market.

Moreover, it is worth noting that the work of these specialists is not only about influencing the productivity and success of employees. They are also engaged in solving strategic business problems (Greer et al., 2017; Leskaj, 2017). These issues may be related to the development of new products, improving customer service and increasing market position. The main aspects of HR managers’ activities related to the application of a particular strategy are:

  • analysis of the impact of workforce management on the processes of work performance and its timing;
  • collecting and providing the necessary information to improve the strategic plan;
  • direct participation in the development of the company’s policy and assessment of future risks.

Therefore, it can be concluded that a well-thought-out strategy when applied can make it possible to determine which goals of the company should be prioritized. Moreover, it will contribute to the development and improvement of organizational culture. This aspect can be easily achieved by involving a human resources manager in the work of the organization. Thus, the company has a chance to achieve satisfaction of needs and achieve greater success.

The strategy is a well-thought-out plan of the company’s activities aimed at a long period of time. It primarily contributes to the achievement of goals that can be adjusted in the future. The role of the HR manager in this process is to interact with the team and collect the necessary information. Also, this specialist may have weight in adopting some aspects of the strategy and assessing the risks of its implementation.


Alharthy, A. H., Rashid, H., Pagliari, R., & Khan, F. (2017). Identification of strategy implementation influencing factors and their effects on the performance. International Journal of Business and Social Science, 8(1), 34-44.

Greer, C. R. (2021). Strategic human resource management. Pearson Custom Publishing.

Greer, C. R., Lusch, R. F., & Hitt, M. A. (2017). A service perspective for human capital resources: A critical base for strategy implementation. Academy of Management Perspectives, 31(2), 137-158.

Leskaj, E. (2017). The challenges faced by the strategic management of public organizations. Revista Administratie si Management Public, (29), 151-161.

Lynch, S. E., & Mors, M. L. (2019). Strategy implementation and organizational change: How formal reorganization affects professional networks. Long Range Planning, 52(2), 255-270.

Olson, E. M., Slater, S. F., Hult, G. T. M., & Olson, K. M. (2018). The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, 62-73.

Tawse, A., & Tabesh, P. (2021). Strategy implementation: A review and an introductory framework. European Management Journal, 39(1), 22-33.

ul Musawir, A., Abd-Karim, S. B., & Mohd-Danuri, M. S. (2020). Project governance and its role in enabling organizational strategy implementation: A systematic literature review. International Journal of Project Management, 38(1), 1-16.

Wheelen, T.L., Hunger, D.J., Hoffman, A.N., & Bamford, C.E. (2014). Strategic management and business policy: Globalization, innovation and sustainability (14th Ed.). Pearson.

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