Master Class - Emerging HR Competencies, Dave Ulrich
As a result of this module, participants will leave with an understanding of what it means to be a business partner and the perspective required to deliver business value.
Key topics:
- Evolving HR from administrative efficiency to functional excellence to strategic alignment to outside in - Using outside in perspective to set criteria for HR - Understanding business context and affect on HR - Building HR to serve customers, investors, and communities |
Key topics:
- Talent: enhancing competence, commitment, contribution of people
- Leadership: building sustainable leadership brand
- Capability: doing organization audits and building culture
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Key topics:
Reviewing the HR competency round 7 (2016) HR competency data
- Defining the competencies for effective HR professionals
- Showing the impact of personal HR competencies on personal effectiveness and key stakeholders
Highlighting the skills required to deliver on these competencies and suggesting how to develop those skills
- Strategic positioner
- Credible activist
- Paradox navigator
- Rewards steward
- Human capital curator
- Culture and change champion
- Social and technology integrator
- Compliance manager
- Analytics designer and implementer
Sharing how to build a personal action plan to improve as an HR professional or to invest in HR professionals.
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Key topics:
Redesigning the HR organization - Separate foundation and strategy work
- Match the business structure
- Govern HR roles
Focusing the HR organization on what matters most
- Employee related HR practices
- Integrated HR practices
- Information related practices
- Creating capabilities
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Agenda
Speakers
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He has influenced thinking about organizations by defining organizations as bundles of capabilities (Organization Capability) and worked to delineate capabilities of learning Learning Organization Capability), collaboration (Boundaryless Organization), talent management (Why of Work), and culture change (GE Workout).
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He has articulated the basics of effective leadership (Leadership Code), connected leadership with customers (Leadership Brand), and synthesized ways to ensure that leadership aspirations turn into actions (Leadership Sustainability). Dave's current work on Leadership Capital Index (published by Berrett Koehler in September 2015) creates a “Moody's index” for leadership. This work examines leadership through the eyes of investors and helps realize the market value of leadership, thus bringing the fields of firm valuation and leadership together.
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He has shaped the HR profession and been called the “father of modern HR” and “HR thought leader of the decade” by focusing on HR outcomes, governance, competencies, and practices (HR Champions; HR Value Added; HR Transformation; HR Competencies; HR Outside In). He spearheaded a “gift” book on the future of HR (The Rise of HR, distributed to over 1,000,000 HR professionals), in which 70 thought leaders freely share their insights.