Dave Ulrich, David Kryscynski, Wayne Brockbank, Mike Ulrich
12 IDEAS
6
Learn more about career with this collection
Identifying the skills needed for the future
Developing a growth mindset
Creating a culture of continuous learning
“When people are given challenging responsibilities, autonomy to control their outputs, participation in decision making, and visible and valuable recognition, it meets virtually all of the criteria for effective rewards.”
26
223 reads
Nurturing a staff culture that will be most beneficial to the organization’s customers, and managing effective employee development and recognition are part of what it takes to develop thriving companies
However, along with these organizational competencies, HR professionals as individuals need to devote attention to their less obvious, but extremely valuable, roles. These include being a Strategic Positioner, Credible Activist, and Paradox Navigator, and are required so that HR can have the influence it needs to deliver value to the business.
24
96 reads
26
107 reads
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96 reads
Out of the nine critical HR competencies, the role of Paradox Navigator was most closely tied with business performance. Yet this is an area where many HR professionals were lacking expertise.
Paradox navigators need to effectively manage tensions between:
23
62 reads
Dealing with cognitive complexity is the top skill that helps to transcend paradox. Cognitive complexity involves seeing different sides of an issue, respecting other people’s points of view, learning new ideas (20-25% every 2 years), and seeing patterns in events.
23
48 reads
"High potential individuals are interested in on-the-job assignments that are challenging and valuable … because they want to create a track record of documented results."
25
77 reads
Using employee involvement to improve staff performance takes an organizational approach to the pervasive problem of low engagement. The goal is to move from cynicism to commitment, isolation to community, and for employees to have a sense of purpose and social responsibility in their work.
Initiatives like letting employees choose their next project and being more involved with staffing issues have a positive effect on employee performance.
23
39 reads
One of the most interesting ways companies are involving employees is by connecting them with customers for feedback.
This could mean having employees listen to customer service calls, engaging more employees in market research and social media, having customers visit the company’s office, having customers participate in employee training, and even locating employees to work out of a customer’s facility.
23
38 reads
Measuring employee performance from an organizational perspective means focusing on organizational-wide talent data, as well as individual data.
23
41 reads
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