{"id":733,"date":"2007-07-02T01:00:15","date_gmt":"2007-07-02T09:00:15","guid":{"rendered":"https:\/\/systematichr.com\/?p=733"},"modified":"2007-07-02T01:00:37","modified_gmt":"2007-07-02T09:00:37","slug":"hr-strategy-%e2%80%93-what-really-matters","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=733","title":{"rendered":"HR Strategy \u2013 What Really Matters?"},"content":{"rendered":"

Harvard Business Review recently published that \u201cMost traditional HR performance metrics \u2013 such as employee turnover rates, average time to fill open positions, and total hours of training provided \u2013 don\u2019t predict organizational performance.\u201d\u00a0 ((Bassi, Laurie and McMurrer, Daniel, March 2007. “Maximizing Your Return on People.”\u00a0 Harvard Business Review.\u00a0 Retrived from http:\/\/www.hbr.com.))\u00a0 Instead, they correlated organizational performance with five human capital drivers.\u00a0 These are:<\/p>\n

    \n
  1. Leadership Practices are really the message from the top.\u00a0 It\u2019s about the employer brand, the company mission, and the executive\u2019s ability to act and execute in accordance with that vision.\u00a0 Without the top, the supporting organization simply fails.<\/li>\n
  2. Employee Engagement is the employee\u2019s individual and collective commitment to the organization and their work.<\/li>\n
  3. Knowledge Accessibility is about the organization\u2019s ability to cause learning sharing.\u00a0 It\u2019s the cultural component of the organization that fosters increased productivity and innovation.\u00a0 More than simple knowledge management, it\u2019s about active and open sharing.<\/li>\n
  4. Workforce Optimization is mostly what I\u2019d call talent management.\u00a0 These are the processes you\u2019ve put in place to create the type of workforce that you want in the future.\u00a0 The performance plans, if effective, provide direction and momentum to your workforce needs.<\/li>\n
  5. Learning Capacity is the organization\u2019s ability to \u201ccause\u201d learning growth through a collaborative culture.\u00a0 ((Ibid))<\/li>\n<\/ol>\n

    The state of HR is that most of us are aware of at least employee engagement and talent management (workforce optimization).\u00a0 We realize that we need to engage our employees, and continue to develop them.\u00a0 Unfortunately, I\u2019m not sure we as HR practitioners know what to do with some of the other areas.<\/p>\n

    The areas that we may not be as good at are those areas that are more qualitative \u2013 these are cultural elements of our organization that are hard to express, hard to measure, and hard to modify.\u00a0 However, in the interest of \u201cchanging the game\u201d I think we need to come up with ideas about how to manage these rather tenuous and ideas.\u00a0 Our human capital are no longer producers of products.\u00a0 The value of their work is much more heavily invested in knowledge and intellectual capital.\u00a0 As this shift in what\u2019s valuable from our employees happens, we need to also have a new understanding of what human capital means and how to manage it.<\/p>\n

    Some would argue that talent management was the answer.\u00a0 It wasn\u2019t.\u00a0 While talent is incredibly important, talent management exists because we understand that we need to grow our talent more organically from the inside if we want to continue to be competitive.\u00a0 Of course talent management has all sorts of other great outcomes like engagement and productivity, but in and of itself, talent management didn\u2019t shift our understanding of how human capital operates, nor did it redefine our understanding of the value of human capital.<\/p>\n

    We need to find entirely new constructs for human capital with the new understanding that the actual capital is now knowledge.\u00a0 Too long have we \u201cknown\u201d this but not \u201cunderstood\u201d the real meaning.\u00a0 If we really understood the meaning of knowledge and intellectual contributions, we\u2019d have long since shifted from our focus on the person and their growth to the organization, and how the organization can support the person.\u00a0 I\u2019ve been trying to figure this out for a long time.. what\u2019s the next big innovation in HR?\u00a0 I think it\u2019s tying all of our HR strategies to complementing the case for innovation in our knowledge economy.\u00a0 More on this later.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Harvard Business Review recently published that \u201cMost traditional HR performance metrics \u2013 such as employee turnover rates, average time to fill open positions, and total hours of training provided \u2013 don\u2019t predict organizational performance.\u201d\u00a0 ((Bassi, Laurie and McMurrer, Daniel, March…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[10,8,44,12,20,16],"tags":[],"class_list":["post-733","post","type-post","status-publish","format-standard","hentry","category-engagement","category-strategies","category-innovation","category-learning-management","category-talent-management","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/733","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=733"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/733\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=733"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=733"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=733"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}