Human Resources Strategic Role in Organization Effectiveness

[vc_row disable_element=”yes” el_class=”hide” mobile_bg_img_hidden=”no” woodmart_parallax=”0″ woodmart_gradient_switch=”no” row_reverse_mobile=”0″ row_reverse_tablet=”0″ woodmart_disable_overflow=”0″][vc_column][vc_column_text text_larger=”no”]… ‘tools’ for Human Resources professionals*

“The Times They Are A-Changin”, written by Bob Dylan over 50 years ago still speaks to the present times in organizations today. The source of competitive advantage has shifted from reliability to innovation and flexibility; while essential for organizations to have the right amount of financial capital, technology and hard assets, it seems that the soft assets are progressively the difference makers between successful and unsuccessful organizations;

Human Resources is changing also; …at least a portion has made significant strides; borrowing from Dr. David Ulrich’’s distinction of the various types of work in Human Resources:

Foundational Work…the work that must be delivered as efficiently as possible—‘keeping the trains running on time’. But the work does not directly drive competitive advantage of the organization. It includes but is broader than transactional work…it protects the bottom line!

Status: There have been major contributions through HRF/IT technology and out-sourcing…a plus taking what was the normal tedious work of HR and revolutionized it to a point, where now…a plus!

Strategic Work…the work that must be organized to deliver leverage and impact to support the key capabilities of the organization—the ones that create competitive advantage externally…it grows the top line!

Status: Like Chicago weather: ‘Fair and Cloudy’! Many solid things are underway; however, boards and C-Level Teams in many organizations (not all) want Human Resources to step forward and ‘be more strategic!’  The question for many is how to ‘be more strategic’! In a world-wide study, reported by Harvard …Boards gave their Organizations a less than a favorable grade in talent management:

https://hbr.org/2013/05/talent-management-boards-give

Dr. Ed Lawler at USC has long posited that Human Resources can and should play a more strategic role via Organization Effectiveness. He has solid research that demonstrates a direct relationship of a Human Resources team focusing on Talent and Change is…’the way to open the door’. The best path to follow- ‘demonstrating strategic capability’ is, through talent management and change management’!

At The Profitability Formula in our practice we have found if a Human Resources is delivering results in those two areas things change for the organization–things change for Human Resources: We have as a part of our strategy a desire to transfer our ‘tools’ to Human Resources professionals so that they can play a larger role in organizational profitability. Those ‘tools’ are outlined in the pages of this document.

  • Talent Management, and
  • Change Management*Contact us if you want to discuss any of these tools…alternatively, individual use or one of our on-site Institutes which provides certification for individuals or an organization in the two areas.

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Human Resources – Strategic Role in Organization Effectiveness:

… ‘tools’ for Human Resources professionals*

Introduction:

“The Times They Are A-Changin“, written by Bob Dylan over 50 years ago still speaks to the present times in organizations today. The source of competitive advantage has shifted from reliability to innovation and flexibility; while essential for organizations to have the right amount of financial capital, technology and hard assets, it seems that the soft assets are progressively the difference makers between successful and unsuccessful organizations;

Human Resources is changing also; …at least a portion has made significant strides; borrowing from Dr. David Ulrich’’s distinction of the various types of work in Human Resources:

Foundational Work…the work that must be delivered as efficiently as possible—‘keeping the trains running on time’. But the work does not directly drive competitive advantage of the organization. It includes but is broader than transactional work…it protects the bottom line!

Status:

There have been major contributions through HRF/IT technology and out-sourcing…a plus taking what was the normal tedious work of HR and revolutionized it to a point, where now…a plus!

Strategic Work…

the work that must be organized to deliver leverage and impact to support the key capabilities of the organization—the ones that create competitive advantage externally…it grows the top line!

Status:

Like Chicago weather: ‘Fair and Cloudy’! Many solid things are underway; however, boards and C-Level Teams in many organizations (not all) want Human Resources to step forward and ‘be more strategic!’  The question for many is how to ‘be more strategic’! In a world-wide study, reported by Harvard …Boards gave their Organizations a less than a favorable grade in talent management:

https://hbr.org/2013/05/talent-management-boards-give

Dr. Ed Lawler at USC has long posited that Human Resources can and should play a more strategic role via Organization Effectiveness. He has solid research that demonstrates a direct relationship of a Human Resources team focusing on Talent and Change is…’the way to open the door’. The best path to follow- ‘demonstrating strategic capability’ is, through talent management and change management’!

At The Profitability Formula in our practice we have found if a Human Resources is delivering results in those two areas things change for the organization–things change for Human Resources: We have as a part of our strategy a desire to transfer our ‘tools’ to Human Resources professionals so that they can play a larger role in organizational profitability. Those ‘tools’ are outlined in the pages of this document.

  • Talent Management, and
  • Change Management

*Contact us if you want to discuss any of these tools…alternatively, individual use or one of our on-site Institutes which provides certification for individuals or an organization in the two areas.[/vc_column_text][/vc_column][/vc_row]