HRE Strategy Theoretical Perspectives There are a lot of theoretical discussions on the different strategies applied in human resource management as engraved in the management of organizations and strategic literature. The use of strategies was recognized in the management field leading to the use of different strategies in dealing with the overall management of an organization. The most commonly used strategies are based on a framework that is structured on SWOT analysis and other internal analysis methods in the organization. From such analysis, the management is able to assess the progress of the organization and determine its financial and competitive position hence they are able to make well-informed and helpful decisions. Some Major duties of HR Personnel include the management of recruitment, performance and compensation, planning of the labor force, organization of on-job trainings, catering for employee leaves and Management of the employee Benefits, management and distribution of overtime, Distribution of the Pay slips, allocation of duties, Management of the employee information and skill, acting on behalf of employees on their grievances, Employee Survey, Exit Interviews & Process, Health & Safety (McConnel, Stanely, & David, 2009). HRE is an agent of change The HR is an agent of change in an organization. In any organization, change is Inevitable and for effective implementation of change in the organization, the HR may use different approaches. The first approach is informing and educating employees before they are fully assimilated in the activities in the organization. Any accumulated information helps employees accept the change effort by viewing it on the basis of the overall benefits it has on the organization. This causes a decrease ion the false claims and perceptions that are the notion of those that are opposed to change in an organization. The HR also involves the employees in drafting and designing the change formula by Ensuring they participate fully in the process. When the employees are fully involved in the change process, they usually agree with the change and move with it rather than opposing and fighting it. This approach hence reduces the opposition from those who merely reject the change process with no founded facts (Arrow, Bowles, & Durlauf, 2000). Adjustment problems have in many instances been reason for people resisting change. An area that HR involvement with employees is usually seen overtly is during employees’ transition periods where HR helps them through the difficulties that are associated with transition. Typical of this approach, involves special activities like carrying out on-job trainings and also organization of interaction sessions away from the normal office environment. Some group may become outdated in their experience due to a change in the working environment and may have a strong force for opposition against change. In handling difficulties associated with change, HR personnel may use incentives to encourage and compel employees to hang on through their transition and not to be discouraged with challenges of change. To achieve this, a number of techniques is required like compelling persons resistant to the change to accept different aspects of the change being suggested as a way of ensuring that organizational objectives are m