Video number 1 My HR Strategy presented by Gary Steel Gary Steel of ABB explains building a common and consistent set of HR values is the way he does business in the ABB group. Gary established a performance-focused global human resources organization that put a culture of accountability, people development and professional processes at its core. HR function which serves the needs of the business by attracting, inspiring and empowering the right people. Gary explains the advantageous they have found the common culture and why do they involve all levels in leadership? Looking at the video I find out how the human resources strategy must fit in line with the company ABB strategy. Gary explains that the strategy must be clear so everyone who has
…show more content…
Dave Ulrich can’t take just one best practice in order to transform HR. You need to have a global overview on the system in order to implement an HR transformation. Ulrich, states no two HR business models should ever look alike. According to Ulrich, there is four phases in a successful HR transformation: Why? Why are you doing an HR transformation? To better respond to a business context (political, social, economic, demographic, with specific stakeholders)
So what? What do you get if you do an HR transformation? It defines the outcomes or benefits of an HR transformation i.e. company’s capabilities.
How? How do you do an HR transformation? How do you change the HR department (structure, strategy)? How can HR department implement a set of HR practices (people, performance management system, organizational design)? It is a team work between HR department, practices and people.
Who? Who does it? Who have the responsibilities? Line managers, HR professionals, employees, consultants, advisors.
Ulrich’s first two steps
Dave Ulrich can’t take just one best practice in order to transform HR. You need to have a global overview on the system in order to implement an HR transformation. Ulrich, states no two HR business models should ever look alike. According to Ulrich, there is four phases in a successful HR transformation: Why? Why are you doing an HR transformation? To better respond to a business context (political, social, economic, demographic, with specific stakeholders)
So what? What do you get if you do an HR transformation? It defines the outcomes or benefits of an HR transformation i.e. company’s capabilities.
How? How do you do an HR transformation? How do you change the HR department (structure, strategy)? How can HR department implement a set of HR practices (people, performance management system, organizational design)? It is a team work between HR department, practices and people.
Who? Who does it? Who have the responsibilities? Line managers, HR professionals, employees, consultants, advisors.
Ulrich’s first two steps