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HR Development

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  • 1. Human Resource Development Renegade HR join the revolution http://RenegadeHR.net
  • 2. what is hr development?
  • 3. the use of hard data…
  • 4. deliberate methodology…
  • 5. and the latest research…
  • 6. to measurably and significantly…
  • 7. impact the bottom line…
  • 8. through the hr function.
  • 9. why hr development?
  • 10. “An increase of one standard deviation in scores on a „high-performance HR practices‟ scale was associated with a 23 percent increase in accounting profits and an 8 percent increase in economic value.” – Study by Mark Huselid
  • 11. industry leaders are doing it!
  • 12. it’s what sets them apart…
  • 13. and gives them a competitive edge.
  • 14. one word.
  • 15. people
  • 16. so how do you start?
  • 17. with a strategic analysis.
  • 18. (not as scary as it sounds!)
  • 19. just start with #1
  • 20. #1: target market
  • 21. who are you selling to…
  • 22. and what do you do for them?
  • 23. #2: unique value proposition
  • 24. (uvp)
  • 25. there are six possible uvp’s
  • 26. quality
  • 27. cost
  • 28. service
  • 29. time
  • 30. (how fast can you give them what they need?)
  • 31. unique experience
  • 32. (think disney world)
  • 33. lifestyle/status
  • 34. (prada)
  • 35. (aston martin)
  • 36. (yea, i want one too!)
  • 37. most companies have more than one
  • 38. #3: supporting behaviors
  • 39. what do your people need to do…
  • 40. to support your uvp?
  • 41. nordstrom competes on service.
  • 42. they need their people…
  • 43. to go above and beyond…
  • 44. be prompt and attentive…
  • 45. and provide an unsurpassed level of customer service.
  • 46. #4: hr strategies
  • 47. how do your hr strategies…
  • 48. (recruiting, training, performance management, comp and bene)
  • 49. support your uvp?
  • 50. if you were an hr guy or gal at nordstrom, you would…
  • 51. source and select people with proven records of strong service…
  • 52. evaluate service skills…
  • 53. provide customer service training…
  • 54. and tie comp and bonuses to providing excellent service.
  • 55. do your hr strategies (right now) support your uvp?
  • 56. do they all work together?
  • 57. that’s hr development
  • 58. (the start of it, anyways)
  • 59. let’s talk about performance gaps
  • 60. the difference between what people should be doing…
  • 61. and what they actually do…
  • 62. (to support their uvp’s, duh!)
  • 63. is called a performance gap.
  • 64. Desired Behaviors Performance Gap Actual Behaviors
  • 65. what causes a performance gap?
  • 66. lack of knowledge, skills or abilities (ksa’s)
  • 67. incorrect role expectations
  • 68. (i didn’t know!)
  • 69. lack of motivation
  • 70. image from flickr.com/photos/ggunson
  • 71. lack of resources
  • 72. so how do you close a performance gap?
  • 73. identify the cause
  • 74. (lack of ksa’s)
  • 75. (incorrect role expectations)
  • 76. (lack of motivation)
  • 77. (lack of resources)
  • 78. correct through hiring practices…
  • 79. compensation strategies…
  • 80. training…
  • 81. and cultural initiatives.
  • 82. let’s see it in action
  • 83. john smith is expected to create 15 widgets per hour…
  • 84. but only creates 10.
  • 85. why?
  • 86. (possible causes)
  • 87. john isn’t skilled enough to create 15 widgets per hour.
  • 88. john doesn’t know he’s expected to create 15 widgets per hour.
  • 89. john isn’t motivated to create 15 widgets per hour.
  • 90. john doesn’t have the resources to create 15 widgets per hour.
  • 91. how do we close the gap?
  • 92. (john isn’t skilled enough)
  • 93. provide training.
  • 94. revise recruiting process…
  • 95. to better assess needed skills.
  • 96. (john doesn’t know)
  • 97. tell him.
  • 98. revise the onboarding process…
  • 99. to better communicate role expectations.
  • 100. (john isn’t motivated)
  • 101. figure out what motivates him.
  • 102. (shameless plug)
  • 103. (learn more at manager’s sandbox)
  • 104. (http://managerssandbox.com)
  • 105. fire john, and hire someone who is. (motivated, that is)
  • 106. (john doesn’t have the resources)
  • 107. find out what he needs…
  • 108. and give it to him.
  • 109. (maybe there aren’t enough widget presses)
  • 110. (or whatever they use to make widgets)
  • 111. what is hr development?
  • 112. the use of hard data…
  • 113. deliberate methodology…
  • 114. and the latest research…
  • 115. to measurably and significantly…
  • 116. impact the bottom line…
  • 117. through the hr function.
  • 118. we’ve already talked about methodology.
  • 119. let’s talk about data
  • 120. all data is not created equal.
  • 121. hr pros love benchmarks.
  • 122. I’m just going to come right out and say it
  • 123. benchmarks suck.
  • 124. (ok, ‘suck’ is a bit harsh)
  • 125. (they’re just pretty limited in use)
  • 126. benchmarks will tell you what other companies do…
  • 127. but not if what they do is successful.
  • 128. for instance…
  • 129. a benchmark would tell you…
  • 130. that a company uses stock options to retain key employees.
  • 131. empirical research…
  • 132. (way better than benchmarks)
  • 133. shows that when options vest…
  • 134. there is a mass exodus of people.
  • 135. a benchmark doesn’t tell you that.
  • 136. empirical research > benchmarks
  • 137. what is empirical research?
  • 138. studies that examine cause-effect relationships…
  • 139. and don’t just tell you what…
  • 140. but also why.
  • 141. (why is important)
  • 142. what if you can’t find empirical research on what you’re trying to do?
  • 143. (that can happen)
  • 144. use your employees as guinea pigs
  • 145. Image courtesy of cutclean
  • 146. (i’m serious)
  • 147. Rather than implement a program…
  • 148. company wide
  • 149. start with one team…
  • 150. one department…
  • 151. or one location.
  • 152. if it goes well, you’ll be an hr rockstar!
  • 153. (congrats)
  • 154. you can roll it out…
  • 155. company wide
  • 156. and if it fails…
  • 157. you can tweak it…
  • 158. (or scrap it all together)
  • 159. without messing up the whole company.
  • 160. (ps: congrats)
  • 161. (you just conducted your own research)
  • 162. remember…
  • 163. hr development is all about one thing.
  • 164. impacting the bottom line.
  • 165. Copyright Info This work is copyright December 21, 2008 Chris Ferdinandi. Please direct content feedback and permission requests to RenegadeHR.net. This work is licensed under the Creative Commons Attribution-Noncommercial- NoDervis License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc-nd/3.0/ or send a letter to Creative Commons, 559 Nathan Abbot Way, Standford, CA 94305, USA. Spread the Word! Please download, print, discuss and share this document. You can use pieces of it or the whole thing. Send it to a friend if you like it! I only ask that you do not alter it, claim it as your own work or charge for its use. To get more HR resources like this one, visit RenegadeHR.net, home of the movement to revolutionize the profession of human resources.