Change Management
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Does Talent Management Create Culture?
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Ron Lawrence writes in CLOmedia.com that HR shape a company’s culture by finding and developing talent. I’m having a hard time buying into that. My answer to the question “does talent management create culture?” is simply: “no.” In reality, creating a high-performing company depends on finding and hiring the right people, then nurturing, developing and…
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The Toyota Way: Principle 6
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Standardized tasks are the foundation for continuous process improvement and employee empowerment. There’s a quote in here that I love, actually written by Henry Ford in 1926. “Today’s standardization… is the necessary foundation on which tomorrow’s improvement will be based. If you think of “standardization” as the best you know today, but which is to…
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The Toyota Way: Principle 5
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Build a culture of stopping to fix problems, to get quality right the first time. I think the key message here is not that we should operate like a shop floor and allow any employee to stop a process at any time. Instead, there simply needs to be a culture that allows people to comfortably…
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Enabling versus Empowering
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In HRIT we spend so much time implementing and rolling out systems that we implicitly know that change management is an important part of any implementation. Vendors usually provide training, and communications are a well known part of any roll-out process. The question is whether these are enough. The answer is an absolute “no.” We’ve…
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HR Success in 100 Days
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Mercer has a nice little write-up about your first 100 days as the CHRO of an organization. Here are five things Mercer says your should be thinking about. 1. Connect the goals of the HR function to the goals of the business. By starting with the broad business challenges and strategy, you’ll convey to senior…
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Longer Term HRO Viability as Change Management
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I’ve always been fascinated by HRO and it’s been a constant topic here on systematicHR since the beginning. While it certainly would seem to make sense that sharing resources across a variety of organizations would save some money, there’s always been a lingering question in the back of my head as to whether it made…
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Change Management Quotes
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The change management blog had a great list of change quotes. I built my own list, basically to address the CM theme I’ve been drilling for the last two years that change management is not about training and communications (that’s only a small part) but more about individual behavioral change. Abraham Lincoln: The dogmas of…
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Three Unpalatable Truths
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Rob posted his three unpalatable truths a couple weeks ago and applied them to the creation of strategy. As I thought about my definition of HR strategy as “the shaping of the workforce” Rob’s unpalatable truths hit me pretty hard. 1. THE FUTURE IS UNKNOWABLE 2. RESULTS ARE OFTEN RANDOM AND UNPREDICTABLE 3. NOT EVERYBODY…
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Real Lesson from Despair.com: Conformity
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When people are free to do as they please, they usually imitate each other. ((Despair.com)) There really is a lesson in here. It’s about change management and how you decide to select your core change team as well as how they influence others. One of the keys to change management is who you select to…
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Defining Culture
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In a recent edition of AON’s “AON Consulting Forum” they had an article entitled “Leading Change: Creating an Energized Organization.” ((October 2006. Retrieved from www.aon.com on December 18, 2006.)) My first reaction was a rather uncalled for scoff. My thoughts were that the article reflected my opinion that AON is a second tier HR consulting…
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Understanding Change Drivers in Change Management
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The actual drivers for change don’t often make headlines. We talk about FUD (fear, uncertainty, doubt) and we talk about hour tactics of communications and training programs, but to really understand change and how your employees will react, you need a better understanding of the change driver. ((This entire post was formulated after reading http://www.change-management-blog.com/2007/02/change-drivers.html))…
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Employee Morale and Uncertainty
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The other day I was visiting a client site and was struck by how recent financial difficulties experienced by the client had impacted the workforce. As part of my job, I had to interview personnel at different levels, and as a result was able to get some great insight into the morale level of the…
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Employee Self Service – Lessons From Web Design
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Information Architects put out a list of their top 50 websites and what factors made them successful. I particularly like IA’s tagline of “Interface Design is Brand Design.” As you think about your self service sites, understanding that driving adoption and branding at the same time is a key factor in overall success. IA puts…
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Required Skills for HR Transformation
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I had a bit of a humorous moment as I was reading this article from Mercer.com. While besides the point of this post, the Mercer page starts out saying: The survey reveals that despite some progress, nearly 60% of finance executives still view HR as a cost rather than a strategic partner; and 80% of…
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A Primer on HR Transformation
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I ran across what may be the nicest summary of HR transformation I’ve seen in quite some time. Deloitte describes the history and future of (global) HR transformation as follows: The First Generation of global HR Transformation began to take shape in the mid-1990s, gradually evolving from HR strategy presentations to full-blown transformation initiatives and…
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Motivation versus Transformation
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I often hear managers asking how they can best motivate their employees to do better work, be more productive or have better attitudes. What most managers (and maybe people in general) don’t understand is that they are asking the wrong questions. Employee engagement is not about motivation. Employee engagement is about TRANSFORMATION. What’s the difference…
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Organize for Constant Change
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One thing is certain for developed countries – and probably for the entire world – we face long years of profound changes. It will no longer be possible to consider entrepreneurial innovation as lying outside of management or even as peripheral to management. Entrepreneurial innovation will have to become the very heart and core of…
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HRO – Success and Partnership
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The success rate of HRO contracts is bad to dismal. That isn’t to say that companies are not saving money, or that vendors are providing bad service levels. But often, companies are dissatisfied with their overall relationships. The key indicator for satisfaction is not service delivery or cost savings (although those are drivers). The key…
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Sleepless Nights in HR Part 6
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4. Managing ongoing change HR.com thinks we need to get a seat at the proverbial table (see part 1 of the series). I think we already have it, but we need to keep it. There’s one thing we have in common. In order to get or keep a seat at the table, we need to…
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Sleepless Nights in HR Part 2
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So obviously being dissatisfied with the HR.com list of leading concerns, I had to make up my own list. The following is the systematicHR version of what I think should be keeping you up at night. What keeps you up at night (systematicHR.com Version) 1. Engaging my workforce Why is engaging the workforce number 1…