Each of these three components of human resource management has various strategies which enables an organization to accomplish it goals. For strategic job analysis, the most important human resource strategy is designing a job analysis program that helps in accomplishing the reasons and purpose for data collection. Designing such a program that achieves both of these goals is critical in strategic job analysis since different purposes necessitate the different information and designs. The most important human resource strategy for recruitment is the development of a policy on recruitment and retention as well as procedures that improves this policy (Richardson, n.d.). These systems that help in improving the recruitment and retention policy incorporate evaluation procedures that are essential in identifying the existing and future human resource needs of the organization.

For performance management, there are various strategies that have been employed by various organizations including conventional appraisals and employee self-evaluations. However, the most important strategy is the written evaluation which contains a list of objectives that employees should accomplish within a given period of time. This strategic also contains means with which the management provides specific and helpful response to employees...

In conducting strategic job analyses, public sector organizations usually employ experts to help in data collection while private sector organizations use observations. While organizations in the public sector often look at their existing employees first to fill vacant positions, the private usually conducts external recruitment. Performance management in the public sector is widely used to validate personnel decisions while it's used for training and development in the private sector.