To improve HR effectiveness, people must be aligned with mission, vision, strategic goals and processes. People must integrate with the organizational culture. In case they don't integrate, they will be frustrated in no time. Furthermore, it is very important to match people's capabilities with the requirements of the process they are attached to. Regardless of the organizational structure, people must be linked to those processes that they understand, have the qualifications and skills necessary for the process and where they can contribute based on their experience and knowledge. But the above criteria are not the only considerations. In many cases, people can be trained for the complexity and specifics of a job, provided they have the necessary basic skills and the right attitude to learning. If they don't have the right approach and personal culture, it is much more difficult to teach them to be friendly with customers, collaborate with teammates and accept change. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Another important aspect of people strategy is that the organization cannot afford to ignore fairness in its decision making. It is necessary to ensure equal opportunities regardless of race, sex, creed or color when managing people. It is always in the organization's interest to ensure fairness and transparency in relationships with its people as this minimizes suspicion, envy and the resulting loss of motivation among people. There are six key components of a people-based strategy. These are principles, policies, plans, processes, programs and metrics of success. Principles lead to policies. To implement policies there are processes that must be planned and which must be supported by programs. Successful implementation of processes and programs helps the organization achieve success metrics. People strategies may not be common across different organizations although they aim to establish best practices in each human resources (HR) policy area. There is no single type of people strategy that is consistent with HR policies and practices that can be immediately adopted by an organization seeking excellence. Every organization needs to develop its own people strategies and manage them more strategically by following the six key components of people strategy. A successful people strategy has three dimensions. They are namely (i) vertical alignment, (ii) horizontal alignment and (iii) action dimension. Vertical alignment is the alignment of people strategy with organizational goals. The organization's people strategy must adapt to the environment in which it operates. The key issues are organizational goals and strategies. To play a strategic role in the organization, the policies and practices that constitute the organization's people strategy must reflect, reinforce, and support organizational goals and objectives. There needs to be a strong connection between the organisation's overall vision and the aims, objectives and underlying philosophy of the organisation's approach to managing people. This link ensures that individual strategy interventions can become a creator, not an inhibitor, of sustained competitive advantage. This link between people strategy and organizational strategy is called vertical alignment. This alignment allows for variation and flexibility and not just one.