1. Business Strategy and HRD Linkage Alpander and Botter 1981 Lorange and Murphy 1983 Jackson and others 1992 1.Reactive Model of HRM – The Strategy Drives HR policy 2.Proactive Model – HR planning is involved 3.Match Model – Design and implementation of Business strategy and HR strategy

2. Views and reflections of research findings 1.1981 – Used products life cycle to explain Human Resource Management with a strategic perspective. 2.1983 – Describes Human Resource Management strategy as a continuous and developing match between organizational conditions and certain specific aspects of HR. 3.1986 – HRD should be explained both as a dependent variable and independent variable of business strategy. 4.1984 – Found relationship between business strategy and incentive compensation system. 5.1984 – HR policies influence employee behavior. Different employees i.e. categories, required different strategies. Hence HR policies systematically vary with organizational strategies. 6.1985, 86, 87 – HRD department plays two-fold roles. a)Formulating corporate strategy b)Formulating strategy for HRD department. Consistency and suitable linkages between organizational strategy and HR strategy is vital.

3. 1. 1988, 89 – Performance management system designed by HRD department helps the organization for its overall strategy performance. 2.1989, 90 – Business strategy would give direction in HR strategies and HR issues. 3.1991 – Revised management strategies and policies are driven by strategic changes occurring inside the organization. 4.1994 – It is observed that organizational strategy and HR strategy linkages are stronger in more effective organizations than in ineffective organizations.