Based on the video, Organization that wins in the Marketplace is the best thing HR can offer to employer which can be done through the creation of values. How? ; 1. Anticipate and Understand the Environment 2. Facilitate and Clarifies Strategic Agilities 3. Define and embed 4 capabilities (customer, innovation, agility and external sensing) 4. Create a morphology or structure that's incredibly agile, that has a platform and cells. 5. Build Governance of 6 things (culture, performance accountability, manage ideas, manage talent, manage information, and build collaboration 6. Coach and embed leadership
Hi everybody! IMHO, theoretical professors, like dear Mr. Dave Ulrich, forget to mention really important practical things: in particular, that the responsibility for personnel is not HR, but management. therefore, HR, of course, can and should initiate a lot of useful and interesting things for stakeholders. But HR cannot and should not replace managers and shoulder their responsibility.
Very well said! Dave is great in thoughts and designs for HR success and it's future and ideal role. But he hardly addressed the decline and obsolescence of HR that many business leaders and even management consultants like Ram Charan and others pointed out. How many employees are working in the marketplace today? How can HR help them other than hiring and firing support? HR has become their own nemesis...No one destroyed their worth; they caused it with their incompetence, as the famous Peter Principle applied most to HR folks.
Great. The best will come. WE WILL KEEP WINNING
Based on the video, Organization that wins in the Marketplace is the best thing HR can offer to employer which can be done through the creation of values. How? ;
1. Anticipate and Understand the Environment
2. Facilitate and Clarifies Strategic Agilities
3. Define and embed 4 capabilities (customer, innovation, agility and external sensing)
4. Create a morphology or structure that's incredibly agile, that has a platform and cells.
5. Build Governance of 6 things (culture, performance accountability, manage ideas, manage talent, manage information, and build collaboration
6. Coach and embed leadership
Thank you For the Resume
Hi everybody! IMHO, theoretical professors, like dear Mr. Dave Ulrich, forget to mention really important practical things: in particular, that the responsibility for personnel is not HR, but management. therefore, HR, of course, can and should initiate a lot of useful and interesting things for stakeholders. But HR cannot and should not replace managers and shoulder their responsibility.
Very well said! Dave is great in thoughts and designs for HR success and it's future and ideal role. But he hardly addressed the decline and obsolescence of HR that many business leaders and even management consultants like Ram Charan and others pointed out.
How many employees are working in the marketplace today? How can HR help them other than hiring and firing support?
HR has become their own nemesis...No one destroyed their worth; they caused it with their incompetence, as the famous Peter Principle applied most to HR folks.
Oh my God! That’s amazing and soooo inspiring 😍 Thank you!
I love u Ulrich
Lovely ❤
So inspiring! Thank you so much.
Amazing session, Dave!
Great learning Thanks Dave !
Great learning experience. Thanks Dave
Stimulating talk, Dave!
Informative, thanks
ABB under Percy Barnevic, when giants learn to dance,
John Lewis is moving from its brick and mortar model to digital and closing stores, not sure what it means to the employee shareholders
Por favor cambien el título: en la era de la "disrupción" (no interrupciones)
How to attract n retain millenials n younger generation. That's the HR problem