HR Transformation: Building Human Resources From the Outside In
Dave Ulrich, Jon Younger
Language: English
Pages: 256
ISBN: 0071638709
Format: PDF / Kindle (mobi) / ePub
Named as BusinessWeek's #1 Management Educator, expert Dave Ulrich and his team of authors bring human resources a whole new way of thinking and practicing―moving the focus from internal issues to actively helping to set business strategies. Businesses of the future need "all hands on deck" when implementing new ways to stimulate grown and cost efficiency, and this includes human resources.
In HR Transformation, the team presents a four-phase model of transformation that shows you step-by-step how to make meaningful progress in contributing to the performance of your company by redesigning HR to work as a strategic partnership.
From the “#1 Management Educator & Guru”-BusinessWeek
“The authors have presented us with an accessible, readable, and practical illustration of a clear path for successful strategy execution in a complex environment.”
-Majed Al Romaithi, Executive Director, Abu Dhabi Investment Authority
“HR can only transform organizations if it transforms HR. This book shows us how. HR Transformation would have been important in the past-it is critical now! We are entering a new world. HR Transformation can help our organizations thrive in the midst of uncertainty.”
-Marshall Goldsmith, author of the Wall Street Journal bestsellers What Got You Here Won't Get You There and Succession: Are You Ready?
“Ulrich and his colleagues talk tough and provide a detailed blueprint for how those of us in the field can use our own tools to do a “720-degree” evaluation of ourselves. We cannot contribute to the success of our organizations until we upgrade ourselves.”
-Linda A. Hill, Wallace Brett Donham Professor of Business Administration, Harvard Business School
“Based on groundbreaking research with hundreds of companies and thousands of executives, HR Transformation provides compelling theory and practical tools to create alignment between strategy, systems, and people. This important book should be read carefully by leadership teams everywhere.”
-Mark Huselid, Professor of HR Strategy, Rutgers University, Co-author of The HR Scorecard, The Workforce Scorecard, and The Differentiated Workforce
Turn to the front matter for more than thirty rousing endorsements of HR Transformation.
INCLUDES CASE STUDIES FROM Intel, Pfizer, Takeda, Flextronics
Captivology: The Science of Capturing People's Attention
Risk/Reward: Why Intelligent Leaps and Daring Choices Are the Best Career Moves You Can Make
Are Your Lights On? (Consulting Secrets, Volume 6)
The Most Dangerous Business Book You'll Ever Read
zones. They must learn to understand and diagnose business context settings as business leaders. They need to grasp general economic conditions, specific industry trends, customer and competitor moves, and regulatory and technological environments. They need to position HR transformation as a response to real and future business problems. They need to use data about external realities and not intuition to justify the transformation. They need to partner with marketing, finance, and other staff
commitment to the community in which you operate. Social responsibility can be tracked by both activity and reputation. Activity means that you have designed and implemented sustainability, philanthropy, and employability policies that communicate your social responsibility values. For example, some firms commit a portion of earnings to charity and also report the amount of employee time donated each year to serving others. Social reputation can be measured by indexes like Best Managed Companies
commitment to the community in which you operate. Social responsibility can be tracked by both activity and reputation. Activity means that you have designed and implemented sustainability, philanthropy, and employability policies that communicate your social responsibility values. For example, some firms commit a portion of earnings to charity and also report the amount of employee time donated each year to serving others. Social reputation can be measured by indexes like Best Managed Companies
baseline for clarifying five channels through which HR work is delivered. It then allows you to organize the channels in a way that delivers the most value to the business. When the responsibilities of each of these five channels are defined and acted on, the department redesign has moved forward. CHAPTER 5 HOW TO DO TRANSFORMATION HR transformation requires clarifying the strategy and structure of the HR department, then focusing on enhancing the work of human resources. In this chapter,
leaders. In addition, it is important to test the extent to which HR investments yield results. Do the job assignments help people prepare for future career opportunities? Do the HR training experiences help people learn new ideas and behave differently? Do the development experiences translate into the creation of key organizational capabilities that, in turn, translate into substantially greater business results? Does encouragement of personal learning help HR professionals broaden their
