ABSTRACT
Throughout the earlier chapters I tried to establish how important HR strategy can be. In Chapter 4 we looked at what might actually constitute a real HR strategy and also at some of the practical, policy implications. Now this may seem like getting the chicken and the egg in the wrong order, but before we go any further we need to consider the theoretical underpinnings of any HR strategy. Why is this chapter not the first? Well the logic is this – if we do not know what the potential value of an HR strategy might be, why would anyone want to delve any further into the subject?
