Global Journal of Human Social Science, E: Economics, Volume 22 Issue 7

In addition, the HR Management Systems proposed by: Bastidas Rodelo (2020); Cuesta Santos (2021); Chiaven (2021): Bastidas Rodelo (2020); Cuesta Santos (2021); Chiavenato (2007); Ramírez Vázquez (2017). According to the analysis carried out, it is recommended to use for Cuban institutions the systemic process comprised by HR planning, proposed by Cuesta Santos (2021) (Figure 2), since it takes into account the main features and current trends of HR Management, the conception of Human Capital Management and the approaches proposed by the National Bureau of Standardization (2007). Source: Own elaboration. Figure 2: Systemic process involved in HR planning. Figure 2 shows several essential inputs to proceed with the key activity of HR management planning. Of course, the first input is Strategic Management. At this functional level of HR management, strategies are followed by HR policies, together with the budget. Subsequently, the first entry to the planning block is the organizational structure. Then other important key HR management activities continue to be entered, and as many as possible should be considered. This will make it possible for the management planning to be truly comprehensive and systemic. According to Thompson et al. (2012), strategic direction is a process of continuous and systematic movement that provides better guidance to the entire organization on the crux of what it wants to achieve. It allows to be more attentive to changes, new opportunities and threatening developments. It provides ideas for evaluating budget requests, capital investment and new personnel. It allows to allocate resources in areas that produce results and support the strategy, it helps to unify the numerous decisions related to strategies throughout the organization. Strategic management creates a more proactive managerial attitude and thus counteracts tendencies toward reactive and defensive decisions. Various academic and professional publications highlight the value of structuring and clearly defining a company's strategic framework. This allows the creation of its identity, purpose and direction, as an instrument by which the company's essential values are transmitted to its stakeholders (Bailey, 1996). The concepts and © 2022 Global Journals Volume XXII Issue VII Version I 71 ( ) Global Journal of Human Social Science - Year 2022 E Strategic Direction as an Input to Human Resources Planning