- You'll save an extra 5% on Books purchased from Amazon.ca, now through July 29th. No code necessary, discount applied at checkout. Here's how (restrictions apply)
HR from the Outside In: Six Competencies for the Future of Human Resources Hardcover – Jul 17 2012
|New from||Used from|
Special Offers and Product Promotions
Frequently Bought Together
Customers Who Bought This Item Also Bought
No Kindle device required. Download one of the Free Kindle apps to start reading Kindle books on your smartphone, tablet, and computer.
Getting the download link through email is temporarily not available. Please check back later.
To get the free app, enter your mobile phone number.
About the Author
Wayne Brockbank is a Clinical Professor of Business of the Strategic Human Resource Planning Program at the University of Michigan's Ross School of Business.
Jon Younger career has been a mix of consulting, executive management and HR leadership.
Dave Ulrich is a Professor at the University of Michigan School of Business and a cofounder of The RBL Group. He has published twelve books and more than a hundred articles, and has consulted and done research with over half of the Fortune 200.
What Other Items Do Customers Buy After Viewing This Item?
Most Helpful Customer Reviews on Amazon.com (beta)
The authors outline 6 core competencies that have been extrapolated from the research:
1. Strategic Positioner - HR professionals must develop the skills to influence strategy formulation and position the organisation for ongoing success.
2. Capability Builder - HR professionals must be able to identify and build organisational capabilities
3. Innovator & Integrator - HR professionals should innovate and integrate systems that align talent, leadership and organisation practices to the goals of the firm
4. Technology Proponent - Advice on how to use technology to connect talented employees and smooth out HR processes
5. Change Champion - The authors give counsel on how to initiate and sustain change
6. Credible Activist - HR professionals should continue to build personal credibility and a point of view about the organisations for which they work.
The book is practical and the authors have used many case studies and examples to give food for thought to practitioners. Terrific insights presented in a way that will allow you to have more impact. Highly recommended.
Also, they seem to mix skills to the point where their descriptions of these skills get too complicated, and again, are a bit academic. Example: "Strategic Positioner." Maybe I'm being picky, but it seemed like they crammed lots of requirements into 6 skills sets. Maybe they should have split them into a few more.
Last, and I"m not sure whether this is a compliment or critique, but the book was so overwhelmingly filled with skills requirements and subsets of other requirements, that it was hard to process it into an action plan. Practioners need books that are concise and with a roadmap or process.
Despite these critical comments, I am happy to have read the book and don't let these few knocks get in the way of understanding that the book is well worthwhile reading. I will refer to certain aspects of the book in my own business.
In leading companies, HR has made massive strides since the days, not too long ago, when it was mostly dismissed as an administrative function - necessary but certainly not strategic. Dave Ulrich, with partners including Jon Yonger, Norm Smallwood, Wayne Brockbank and others have been our undisputed oracles - at the forefront of a changing profession for decades. For more than 25 years, they have been tracking HR competencies in the US and worldwide. Every five years the group releases its latest findings and the analysis and insights almost always describe profound changes to the profession that help thousands of HR leaders move their teams to the next level. The 2012 findings synthesize input from more than 20,000 individuals in 635 business units from around the world; the results are in and they may be more revolutionary than ever before.
HR From The Inside Out is an exceptionally compelling report of where HR is headed next, what key competencies will be required and, as importantly, how those skills can be acquired in as short a time frame as possible. Consider the following questions:
* Are you already thinking beyond HR integration, beyond being a business partner and even beyond strategy to include a deep knowledge of the real "business of the business?"
* Do you have close relationships with customers, investors, suppliers, partners and the communities your company does business in? Do you seek their perspectives and work with them to co-create the future for your organization?
* How much do you know about the business broadly, including the global framework in which your organization does business?
* Are you a student of the environment in which your organization conducts business. Do you follow the political, societal, regulatory, economic, demographic and technology landscapes that impact it?
* Are you still seeking a "seat at the table" or are you "on the bridge," meaning, is HR asked for its opinion before any key decisions are made? Is HR able to add value through its deep knowledge of the people factors in the organization combined with its broad knowledge of the business?
* Do you wait to be asked or does HR proactively shape strategy and build a workforce capable of executing on the organization's highest priorities?
* Do you respond to change or continuously prepare the organization for constant change?
* Are you still building expertise in HR technologies or have you moved on so that you are now using technology and networks to manage knowledge and the flow of information throughout the organization?
If the list seems intimidating, the book is anything but. Indeed, practical recommendations, tools, examples and guides are offered page after page. The next great leap for the profession is described brilliantly and with a blueprint for action at every step. I recommend this book in the strongest terms to every HR practitioner and leader that wants to get out or stay out in front of a dynamic and increasingly critical profession.
HR from the Outside In offers a radically different orientation to Human Resources, reframing the whole game and resolving issues I've faced in both small and large companies all over the nation. Ulrich argues that "aligned, innovative, and integrated HR practices make a dramatic difference in individual and organizational performance." That's a mouthful, and you'll need to work through the book to fully understand the importance of what he's saying. What's unique about the book is its emphasis upon a new HR mindset that starts with the external context in which the business operates and the goals of that business--not internal disciplines and technologies. To achieve these objectives, the authors focus upon personal effectiveness and the relevant knowledge for both HR professionals and departments to improve business success.
In a book such as this, where a major shift in a discipline is proposed, the authors need to provide a rationale for their thinking. And so their first chapter is largely devoted to this changing external context which justifies their shift in the discipline. The writers think of their rationale as "trends," enumerating six ever-changing issues which drive their research and conclusions: society, technology, economics, politics, environment and demographics. In the following chapters, they show how different companies around the world emphasize HR and deal successfully with local and national issues relating to their "trends."
Their goal is straightforward, as the authors lay out plainly in three statements: determine what HR pros should be and do to be seen as personally effective, what pros should be know and do to improve business success, and what they should focus upon to improve business performance.
As a result and in order to achieve this objective, the authors lay out six (extensive) competencies for the future of human resources. They include such domains as credible activist, capability builder, change champion and tech proponent. The most important focus, the foundational objective of the book, is the chapter about the strategic positioner: HR professionals who facilitate business strategy through their objectives and practices. Although the authors provide ways for getting at business strategy and applying it to HR, the most useful and unique means for getting at strategy issues is found in the chapter on building capabilities. There, the authors detail an approach that takes the strategic emphasis seriously, and walks the reader through a six step process for aligning HR practices:
* Business: where will we do a strategic HR linkage?
* Environment: What are the business trends?
* Strategy: What are the strategic drivers for the business?
* HR investment: What are hr priorities?
* Action plans: Who will do what, when, where and how?
* Measures or metrics: How will we measure progress?
In our tumultuous times, HR has a significant contribution to make to the success of businesses, a perspective not readily understood or even shared by many outside the field. Indeed, HR from the Outside In offers a highly transformative process, fit for today's business world. Thus, this book deserves to be on the shelf of every practitioner and put into daily practice.
Several years ago, the authors spoke about, value in the eyes of the receiver... Simple concept but not easy to achieve.
I have been exposed to the HR Field for the past 25 years and in many cases we still don't get it. Our value is really measured by the line managers, employees, clients and other many stakeholders.
This book demonstrates through very solid global research that we in HR need to keep on working hard to not only sit at the table but to be able to shape it.
The six domains are very deep but practical. You can evaluate yourself through that lens and find very practical actions to close your gap.
Well Done !!! After 5 years we have new 360 data, fresh results and a very comprehensive way to think about what we do every day and how we can create better IMPACT.
Look for similar items by category
- Books > Business & Investing > Industries & Professions > Human Resources & Personnel Management
- Books > Business & Investing > Management & Leadership > Leadership
- Books > Business & Investing > Management & Leadership > Management
- Books > Business & Investing > Management & Leadership > Management Science
- Books > Business & Investing > Processes & Infrastructure > Workplace
- Books > Professional & Technical > Business Management > Human Resources & Personnel Management
- Books > Professional & Technical > Business Management > Management & Leadership > Leadership
- Books > Professional & Technical > Business Management > Management & Leadership > Management
- Books > Professional & Technical > Business Management > Management & Leadership > Management Science
- Books > Professional & Technical > Business Management > Organizational Behaviour