A human resource department will create a detailed and systematic action plan known as a human resource strategy. According to this definition, an HR strategy emphasizes specific implementation strategies for both HRM strategic plans and HR plans. Consider the organisational goals as represented by the HRM strategic plan, and the actual actions taken to attain those goals as represented by the HR plan. In other words, while the HR plan may include short-term goals that are linked to the broader strategic plan, the strategic plan may include long-term goals. Human resource departments were formerly known as personnel departments, as was stated at the opening of this article.
This phrase implies that the department gave the rest of the organisation "support." HR is significantly more important than it was twenty years ago because businesses now recognise that people are the most valuable asset in any company (particularly in this global economy). Human resources, which are the subject of this article, involve considerably more than hiring and legal compliance-related tasks; for example, they also include strategy planning. The Ulrich HR model, a popular approach to considering HRM strategic planning, offers a broad view on HRM's function inside the company.
His concept is recognized with starting the change in how HR was viewed, making it less of a functional department and more of a partnership within the company. Although his model has evolved through time, the most recent version focuses on how HR initiatives can be strategically linked with the entire global corporate strategy. His recently updated approach examines five key HR areas:

1. Strategic partner. To ensure that the HR function is in line with the needs of the organisation as a whole, partnership is required.
2. Change agent. The capacity to anticipate and adapt to change not only inside the HR function but also across the entire organisation.
3. Administrative expert and functional expert. The capacity to understand and put into practise rules, guidelines, and processes connected to the HR strategic plan.
4. Human capital developer. Methods for developing the talent that will likely be required in the future.
5. Employee advocate. Works for staff members already employed by the company.