HR strategy and policies impact the business results of the company. If companies want this influence to be positive, the personal strategy must be designed and implemented taking into account the nine key effectiveness variables, namely: consistency with the external environment; and the internal characteristics of the company; and with the commercial strategy; Internal consistency of HR policies with each other; support adapted to the implantation; strategic role of the HR department; professional skills of the function; personnel monitoring, adaptation and continuous improvement system. This article focuses on a critical review of effective HR practices in the organization.2. DiscussionThere are many empirical studies that show that human resource practices have influenced business outcomes. These studies vary in terms of company type, sector, country and other possible variables. For example, Choo et al (2010), in a study, examined the impact of globalization on strategic human resources, referring to the mediating role of a company's CEO. Parker and Caine (1996), for their part, focused on both a historical review of the HR planning process, with evidence from the 1970s, 1980s and 1990s, as well as research into the best approach to planning of HR in the 1990s. It is very useful in a historical context, even if the results are dated. According to Cannings and Hills (2012), HR strategy and its implementation can in itself constitute a key element of the company's competitiveness. This report examines how organizations can benefit from increasing the impact of human resource management to support their purpose and purpose. The same system of man-made resources, for its strategy, policies and practices, can...... middle of paper ...... also be aligned with people's need for self-realization, and the latter, it is not because this form will be even more effective, because sometimes, especially in the short term, they will not be, but for the ethical and humanist orientation of the company. For example, only considering effectiveness in the case of poorly trained staff, chained to work performing manual and monotonous activities, and in very stable and predictable environments in principle, is not necessary to encourage participation, because it involves a cost, and improvements could be obtained, would probably not be significant due to the nature of the production system. However, from a humanist point of view, yes it would be appropriate to encourage the participation of employees so that they can influence their work, even if efficiency could cause a little resentment, especially in the short term..