This approach would typically be strategically planned by an HR “generalist,” who provides a general set of management theories and practices to achieve the company's objectives. In this kind of scenario, the HR manager would not only be involved in employee-manager relations but also should contribute to the overall management model to ensure maximum employee productivity through various policies. These strategic solutions are based on creating policies and regulations that work in tandem with the employer's vision, but with proven theoretical models that form the overall structure of the organization. This is why the HR manager can move from a smaller role as an employee relations officer to that of a more generalized strategic advisor to the company. The role of a strategic human resources planner involves, for example, creating workplace safety policies, employee training models, recruitment plans and other aspects of management at the macrocosmic level of the organization. These large-scale operations define an important way in which human resource managers can be effective at the highest management levels