1. Applying goal-action to the organization changes
every aspect of organization design and operation.
The logic dictates that underlying every business
plan are a set of ideal actions that must be identi-
fied and acted out if the plan is to be achieved.
Research confirms that if the ideal actions are clari-
fied, and if actual behavior are moved 10% closer
to those ideal actions, then goal achievement in
business improves 3%-5% depending on the indus-
try and company. Hence current research shows
that improving clarity and delivery of the game
plan by 10% can improve sales and reduce costs by
say 4% and deliver 40% profit increase.
OPD Strategic HR as the proactive driver
of results
Think of companies that have existed for centuries,
Shell Oil for example was founded about 1907. But
much older companies exist. DuPont 1802,
Citigroup 1812, and Remington 1816 (put ‘oldest
companies’ search in Google, then go to the Wik-
ipedia page, some go back to sixth century). This
alone makes the point that ‘something’ exists be-
yond people.
An organization is an idea which influences human
mood and conduct and ‘exists’ independent of any
particular knowing person. This ontological posi-
tion is directly derived from the work of Karl Pop-
per, and again emphasises how intellectual issues
underlie understanding of people in organizations.
It follows that people and the organization are
‘linked’. The OPD theory being the analysis of that
link.
HR in the organization is about enabling human
effort in regard the strategy, which in any given peri-
od is represented in the business plan for that period.
In short, HR is about guiding human performance in
achieving the business plan.
Now, given goal–action, improving human perfor-
mance will enhance goal achievement if and only if
the improved human performance results in in-
creased delivery of those actions (called ideal actions
in OPD theory) that drive results. For example one
cannot make sales without contacting prospects.
Within OPD theory the focus shifts from people to
focus on identification and delivery of the actions
that most drive results, then linking those to people.
Seemingly subtle shift, but it is not, and it profoundly
redefines all aspects of HR.
Get the concept right first
It pays wherever possible to do the thinking before
getting stuck in. In short, effective thinking enables
effective action. Get the concept right first!
The shift in focus of HR in OPD theory is directly
derived from the analysis of organizations and hu-
man psychology. The analysis itself grounded on
resolving fundamental intellectual issues. There is no
hesitation in stating OPD theory has got the concept
right. OPD theory is built with better science.
Within OPD theory the role of strategic HR is to partner with team leaders
and support them to identify and achieve delivery to standard of the ideal
action in their team that offer greatest chance of greatest goal success
Better science→better technology→better results
Current largely accepted global view of strategic
HR is as the link between business strategy and
HR items. OPD theory states that is wrong.
When formulating strategy, then HR issues are
bought to account in the appropriate line in the
business case. For example, recruiting the skills,
or contracting necessary services. If it is likely to
be difficult, then more expense is allowed. If it is
judged impossible, then that may be a no-go to
the project.
Once the strategy is settled, then it is fully rolled
out by each team leader identifying the goals
(KPIs) then guiding delivery of those actions to
standard. Every team leader is assisted in that
process by the HR department, who are the lead-
ing ‘technical experts’ in linking the mind of
people to the ideal actions judged necessary for
organizational strategic success. Strategic HR is
the proactive aspects of HR identifying and delivery
of those actions that offer greatest chance of greatest
success. The CEO is responsible for the rollout of
strategy and can delegate the task to team leaders
supported by HR but they cannot delegate final ac-
countability.
Question for reflection
Within the OPD theory HR has two aims: (1) Strate-
gic proactive HR: (a) Ensure ideal actions are apt and
clear in every role. (b) Ensure people assigned a role
are clear on what to do to succeed in the role. (c) Sup-
port team leaders guide team members to have fun
while acting out the ideal actions. (2) Ensure all com-
pliance and administration is completed to standard
and on time. How clear are your Executive on the
most effective integration of HR into the organization
such that results improve and people find greater ful-
filment and satisfaction?
Newsletter 6
HR as rollout of strategy
Newsletter topics
1. Seeking new thinking.
2. How to double profits.
3. Goal—action.
4. Linking staff action to
strategy.
5. Human performance
driving results.
6. HR as rollout of strate-
gy.
7. Behavioral structure of
the organization.
8. Understanding human
psychology.
9. Linking people to be-
havioral structure.
10. Perfect human perfor-
mance.
11. Performance manage-
ment moving actual
toward perfect perfor-
mance.
12. Built in flexibility.
13. A scientifically proven
balanced solution to
human performance
as a driver of results.
14. Redefining engage-
ment.
15. Culture.
16. All HR policy changes.
17. Lifting expectation.
18. Redefining leadership.
19. Redefining manage-
ment.
20. Why has it not been
done before?
21. Stop. Reflect. Chose
and improve.
22. Why can’t we do it
ourselves?
23. Mind of the CEO.
24. HR as the ‘right hand’
of the CEO.
25. Building a ‘verbal
ready’ Executive.
26. Understanding human
motivation.
27. Building and imple-
menting an integrated
motivation policy.
28. Human capital.
29. Finding and develop-
ing talent.
30. Choosing better ideas.
Reading these newsletters you will gain
new insight into how to manage the link
between people and your organization so
that both benefit by increased results,
greater success, increased profits, more
fulfilling work, and greater satisfaction.
Contact: info@opdcoach.com to meet and explore how this system will lift results in your business.
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