METHODS AND EVALUATION CRITERIA FOR DETERMINING DECISION MAKING ALIGNMENT IN HUMAN RESOURCE MANAGEMENT

Abstrak

This articles proposes an integrated methodology for determining whether strategic and operational decisions in human resource management (HRM) are mutually aligned. The problem is significant because workforce plans may formally reflect organizational strategy while daily recruitment, appraisal, development, reward, and retention decisions follow disconnected priorities. A review of strategic HRM, the Balanced Scorecard, competency assessment, employee engagement, and HR analytics supports a multi-method diagnostic model. The model combines document analysis, employee and manager surveys, structured interviews, competency assessment, KPI and workforce analytics, and GAP analysis. Six criteria are assessed: strategic fit, operational effectiveness, competence alignment, employee engagement, communication quality, and organizational adaptability.  The proposed approach converts dispersed HR data into an interpretable diagnosis and links identified gaps to corrective actions. Its principal contribution is the triangulation of formal strategy, observed HR outcomes, and employee perceptions instead of relying on a single performance indicator.