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Thus, we have a first level called separation where there is no link between HR and organization strategy. Then we have the ‘fit’ level, where people actually recognize HR strategy as a part of the organization strategy. Another upper level of vertical integration is the ‘dialogue’ level where HR strategy is useful for communication and debate. Then we can look at the ‘holistic’ level that considers both of the strategies as a whole, where the relationship is strong and the links are plentiful. Finally, there is the last level of vertical integration, the ‘HR driven’ level, where the strategy of the organization is conducted by the HR strategy...
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