HR strategies and policies must be drafted to either be country specific or global. It may also be written some policies or strategies from global point of view but local perspective must be considered while drafting and writing HR reporting.

1. Get an overview of HR policy development, change management and HR strategies HR strategies and policies must be drafted to either be country specific or global. It may also be written some policies or strategies from global point of view but local perspective must be considered while drafting and writing HR reporting.

2. Every company has HR policy development, which is the process of drafting policies that help in governing all facets of employment within the company. These HR policies are drug policy, workplace violence, records management, hiring, firing, disciplinary procedures, and many others.

3. HR strategies and policies must be drafted to either be country specific or global. It may also be written some policies or strategies from global point of view but local perspective must be considered while drafting and writing HR reporting. These policies set effective guidelines for every facet of involvements within the organization which must match with the organizational vision and culture. These drafted policies need to review at regular interval of time in order to maintain alignment with basic laws of governing employment and to accommodate organizational changes.

4. In the recent years, HR organisation across the globe have become tech-savvy and HR staff is now free from irritating of repetitive and dull administrative to give more emphasis on human resource development programs which objective is to increase employee productivity, performance and retention. Now the most of the companies have increased the value of the most important assets that is employees. They have increased their skills, activities, and incentives with business objectives and strategies as well.

5. Some of the most important factors are competency, career development, recruitment, performance management and succession planning, which are very important for every organisation. Additionally, the right software, clean data and accurate execution are main responsible factors for success which are commonly often ignored. But one must always remember that these effective elements require the complete knowledge that changing technology alone will achieve little. Change management always begins delivering its value but is only possible when it is supported by and integrated with other components of the infrastructure, which are part of an explicit HR strategy.

6. The main function of change management programs is to allow organisation to assess and check the maximum use of updates and changes take place in software, operating systems or application platforms in the computer and networking systems of the organisation. Whatever changes taken place, it must be approved within an hour before they can be implemented. The management program is used for handling a robotic request to change (RFC) that prevent the IT department or management team from handling the issues case-by-case basis.

7. The HR strategy is to align the objective of HR to the goals or strategy of the organisation like recruitment, retention and termination are a small part of it. While developing or drafting HR strategies two main questions must be answered. First is to define that want kind of people require for managing and running business in order to meet the goal of organisation and other is what type of program should be designed, drafted and executed to attract, develop and retain the employee for competing effectively and successfully.

8. For answering these four important questions, four key features of organization must be remembered, which are flowing: Culture: the beliefs, values, norms and managing style of the organization Organization: the structure, job roles and reporting lines of the organization Workforce: the skill levels, staff latent and management potential Human resources systems: the people focused mechanisms which deliver the strategy - employee selection, communications, training, rewards, career development, etc.

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