HR Transformation
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HR Transformation
Articles and news related to people management, organisational change and the world of work
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5 Future Prospects For The HR Business Partner Model

5 Future Prospects For The HR Business Partner Model | HR Transformation | Scoop.it

"Article on state of the HR Business Partner model. Written by Dave Ulrich and Wayne Brockbank of the Ross School of Business"

Andrew Spences insight:

Interesting comment from Ulrich and Brockbank :-

 

"Many of the critics of the model look at today’s problems through yesterday’s solutions and wonder why they don’t get solved. This is like trying to run today’s software on yesterday’s computers. Of course, it won’t work."

 

  1. HR will deliver value to multiple stakeholders.
  2. HR valued outcomes will move beyond talent to organization and leadership. 
  3. HR will become more technologically efficient.
  4. HR professionals will have to master the right competencies.
  5. HR will be a source of both structured and unstructured information to improve business impact.

 

"The bar has been raised on HR and some HR professionals will make the grade and others will not."

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Four Steps of HR Transformation

Four Steps of HR Transformation | HR Transformation | Scoop.it

Successful projects address these steps by answering four basic questions: Why - What - How - Who.

5 Minute Video on YouTube by Dave Ulrich

Andrew Spences insight:

Great 5 minute overview by Dave Ulrich on YouTube about HR Transformation.

"HR Transformation is not measured by activities, but by the outcomes of those activities"

Why - What - How - Who

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7 Lessons Learned From The HR Business Partner Model

7 Lessons Learned From The HR Business Partner Model | HR Transformation | Scoop.it

State of the HR Business Partner model by Wayne Brockbank and Dave Ulrich

Andrew Spences insight:

In my view the HR Business Partner has been the most problematic component of HR Operating Models, due to design and implementation issues.  

 

In this article Ulrich and Brockbank review a study with 32,000 respondents, to come up with seven lessons learned about the business partner model.

  1. the business partner model is not unique to HR
  2. the intent of the business partner model is focus more on deliverables (what the business requires to win) than doables (what HR activities occur).  
  3. being a business partner may be achieved in many HR job categories
  4. HR professionals as business partners have unique information, insights, and recommendations to deliver competitive advantage. 
  5. as talent, leadership, and capability issues increase in business relevance, HR professionals may help respond by being both architects and anthropologists. 
  6. as with almost any change, we have seen an inevitable 20-60-20 pattern for HR professionals to fully adopt the business partner opportunities. 
  7. being a business partner requires HR professionals to have new knowledge and skills. 

 

 

 

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