January 2, 2026, Singapore: The organization I worked for has developed a People Strategy framework, which comprises three key elements.
Market Leading Talent
Identify, attract, develop, and mobilize critical talent pools and pipeline across the Group to ensure current and future success
Focusing on (i) Workforce Planning, (ii) Skill-based development for all, and (iii) Critical pipeline development.
High Performance Teams
Connect and enable mission-driven teams that create value for our customers and drive growth for the Group.
Focusing on (i) Positive Employee Relations, and (ii) People Leader Effectiveness.
Future Ready Organization
Ensure the right culture and organization to meet our commitments and enable future growth.
Focusing on (i) Culture transformation and Change, and (ii) Communities and Network activation.
The above are just a high-level of their people strategy framework. To make the people strategy a success, at the operational level, respective HR CoEs need to cascade their programs and toolkits to ensure that the people strategy is translated into actions, embraced by their people leaders, and internalized into work culture and daily practices.
I asked Meta AI - What is the difference between HR Strategy and People Strategy? Listed below are the replies!
***Meta AI***
The terms "HR strategy" and "people strategy" are often used interchangeably, but they have distinct differences in focus and scope:
HR Strategy:
Focuses on the administrative and operational aspects of human resources, such as talent acquisition, benefits, compliance, and employee relations.
Typically centered on HR functions, policies, and procedures.
Aimed at supporting the organization's overall business objectives through effective HR practices.
People Strategy:
Takes a more holistic approach, focusing on the human aspect of the organization and how people contribute to its success.
Encompasses not only HR functions but also organizational culture, employee experience, leadership development, and talent management.
Aimed at creating a work environment that attracts, retains, and develops top talent, driving business outcomes and growth.
In essence, HR strategy is a subset of people strategy. While HR strategy focuses on the operational aspects of human resources, people strategy takes a more strategic and human-centered approach, considering the organization's culture, values, and people dynamics.
Some key differences between HR strategy and people strategy include:
Focus: HR strategy focuses on HR functions and operations, while people strategy focuses on the human aspect of the organization and how people drive business outcomes.
Scope: HR strategy is typically narrower in scope, while people strategy takes a more holistic approach, considering the organization's culture, values, and people dynamics.
Objectives: HR strategy is aimed at supporting business objectives through effective HR practices, while people strategy is aimed at creating a work environment that attracts, retains, and develops top talent, driving business outcomes and growth.
By understanding the differences between HR strategy and people strategy, organizations can develop a more comprehensive approach to managing their human resources and driving business success.
***Meta AI***
References
www.lacepartners.com: HR Strategy Vs People Strategy: What is the difference?
www.linkedin.com: Prof. Dr. Lars B. Sonderegger
www.centreforassessment.co.uk: What is the difference between a People Strategy & HR Strategy
https://www.cultureamp.com/blog/what-is-people-strategy
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