1 / 10

Transforming HR: From Comfort to Competitiveness in Strategic Management

In "Human Resource Champions," Dave Ulrich addresses the evolving role of HR in today's business landscape. He emphasizes the necessity for HR professionals to move beyond traditional functions, aiming instead to foster competitiveness and intellectual capital. Ulrich debunks common myths surrounding HR—challenging the perception that it is merely a support function devoid of accountability. By aligning HR practices with business performance and embracing change, HR can significantly contribute to an organization's viability in a globalized economy.

ira-pollard
Télécharger la présentation

Transforming HR: From Comfort to Competitiveness in Strategic Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Human Resource Champions By Dave Ulrich Strategic Human Resource Management- EMBA

  2. Competitive Challenges Ahead • Globalization • Value Chain for Business Competitiveness & HR services • Profitability through cost and growth • Capability Focus • Change, change, and change some more • Technology • Attracting, retaining, & measuring competence & intellectual capital • Turnaround is not transformation

  3. People go into HR because they like people HR departments are not designed to provide corporate therapy or as social or health-and-happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. Myth about HR Reality

  4. Anyone can do HR. HR activities are based on theory and research. HR professionals must master both theory and practice. Myth about HR Reality

  5. HR deals with the soft side of business and is therefore not accountable. The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance. Myth about HR Reality

  6. HR focuses on costs, which must be controlled HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs. Myth about HR Reality

  7. HR’s job is to be the policy police and the health-and-happiness patrol. The HR function does not own compliance- managers do. HR practices do not exist to make employees happy but to help them become more committed. HR professionals must help managers commit employees and administer policies. Myth about HR Reality

  8. HR is full of fads. HR policies have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority. Myth about HR Reality

  9. HR is staffed by nice people. At times, HR should force vigorous debates. HR professionals should be confrontative and challenging as well as supportive. Myth about HR Reality

  10. HR is HR’s job. HR work is as important to managers as are finance, strategy, and other business domains. HR professionals should join with managers in championing HR issues. Myth about HR Reality

More Related