I encourage everyone to take 4 minutes and watch this video by Dave Ulrich as he does a great job at explaining why Best Practices are not the same thing as HR transformation - and even more importantly - why adopting Best Practices will not lead to HR Transformation.
Dave spends time explaining the first whole phase is "why" which is truly important. Making HR better is not good strategy. Every HR department should know what it is that they do - that is truly crucial to the company's strategy. Now here is the hard part - not every department inside of HR is strategic - as it depends on the business strategy. And I think that may be where some of the HR barrier to change occurs. HR as a culture is very inclusive, very affirming and it probably runs against the grain to say one department has more strategic value than another department (like ER is more important than Compensation.) I would welcome comments as I personally think that sometimes it is very difficult to separate the people from the function. I am not saying that there should be some sort of caste system as don't confuse culture an treating people right with strategic priorities. What this is discussing is where do you (the leadership) spend your focus and investment dollars to really, really add value.
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