March 2008 Archives

Raise the Bar for HR
What does it take to be good at HR in the world today? Learn about Dave Ulrich and the ongoing research that he and his colleagues conduct compiling the world's largest database on key HR Competencies. Watch Dave as he identifies each competency, how they fit into the model, and what you can do as an HR professional to deliver business results.

Click on the screen below to play the introduction video. It may take a few moments to load. Click on the small box next to the volume icon below to view in full screen.



Additional Resources

	HR Competencies - The ideas discussed in this video were originally published in HR Competencies (Ulrich, Brockbank, Johnson, Sandholtz and Younger Click to learn more.
	HR Competencies Overview - Dave Ulrich presents a short overview of the HR Competencies Study and findings. Click to watch the video.
	Credible Activists are both credible (respected, admired), and proactive (have a point of view about the business, challenge assumptions, take initiative.). Click to watch the video.
	Culture and Change Stewards understand, respect, and evolve the organization culture through effective change initiatives that reflect the business strategy. Click to watch the video.
	Talent Managers / Organization Designers are effective developers of both individual employee ability and the organization capabilities. Click to watch the video.
	Strategy Architects help build and deliver winning business strategies by understanding the customer point of view and helping to diffuse it throughout the company. Click to watch the video.
	Operational Executors effectively and efficiently administer the day-to-day work of managing people within an organization. Click to watch the video.
	Business Allies understand both the business and eternal factors that influence success. Click to watch the video.

"Building the 21st Century HR Organization" - Part 1

For HR to be a success it must start with a clear strategy that delivers value and a structure that reflects the organization of the company. To align HR with its business organizations, HR leaders must first understand the model of business they serve and implications for HR design.

In a recently published article we looked at companies along a grid of centralization - decentralization, which leads to three basic ways in which a company operates: holding company, functional organization, or allied/diversified organization (Lawler and Galbraith, 1995). We then look at the role of HR and appropriate HR structures for each of those organizational models.

Download Part 1 in our series "Building the 21st Century HR Organization" in .PDF format.

Additional Resources

	Many of the ideas in this article are discussed in How Leaders Build Value.