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Strategic HRDevelopment
+ The Dave Ulrich HR Academy
Learn from the “Father of Modern HR”
– HR Magazine
“In HR, we are in a unique position to
impact our current financial performance
and, more importantly, create capabilities
that will grow our future value. This
requires a strategic approach to value
creation and a deeper understanding of
our stakeholders.”
Dave Ulrich,
Co-Founder, The RBL Group
3
HRCS 2021
The Dave Ulrich HR Academy
integrates the latest findings from
the largest and most global
study of HR competencies and
functions.
4
The Dave Ulrich HR Academy offers a best-in-
class virtual, tailored development program
Flexible
16 modules over
8 weeks,
60 minutes
per module
(a 4-week option is
also available)
Instruction from
Dave Ulrich
Personalized videos
from Dave Ulrich and
other HR and
industry experts
Consultant-Led
Education
Weekly consultant
facilitated live
sessions
Collaborative
Collaboration and
dialogue that taps the
collective genius
within your HR and
leadership teams
Accredited
Earn continuing
education credits
through HRCI
and SHRM
Focused on
Individual
Development
Personal coaching and
HRCS Competency
Assessment
5
This researched-based program covers three dimensions:
(1) Outside-in HR value creation & business context , (2) outcomes of HR,
and (3) competent HR departments and professionals
Business Context &
HR Value Creation
HR Outcomes HR for HR
HR from the
Outside-In
Learn where HR has been and where it’s going,
and assess your own HR practice
Factors Driving
HR’s Evolution
Determine how to respond to the changing
context within which HR operates?
Talent
Enable your organization's talent to operate at
peak performance by building competence,
meaning and increased levels of commitment
Organization
Deliver on organization capabilities that ensure
success in the new economy (i.e., agility,
collaboration, innovation, right culture etc.)
Leadership
Build the right leadership competencies and
systems at all levels, and drive effective
leadership brand
HR Department
Create the optimum HR Department to deliver
value inside and outside the organization
HR Practices
Learn how to apply key principles from the latest
thinking and research around people,
performance, work, and digital HR
Competencies
Focus your HR Team development on
competencies needed to succeed in the new
economy?
6
Why the Dave Ulrich HR Academy
is the most relevant program
for HR professionals in your
organization?
1 Changes mindset and language from an internally focused,
“traditional HR” to an outside-in, business impact orientation
2 Builds skills to co-create solutions with stakeholders that shape
business results.
3 Defines a clear path to respond to the changing business
context.
4 Enhances ability to develop the right organizational capabilities to
succeed in the new economy.
5 Identifies specific HR outcomes in organization, leadership, and
talent required to deliver strategy and target capabilities.
6 Expands capability to generate competence, contribution, and
commitment for individuals.
7 Increases understanding of how to succeed through the
organization of your own HR department.
8 Boosts individual competencies and HR practice effectiveness.
Build capability and drive change.
Who should enroll in the
Dave Ulrich HR Academy?
The Dave Ulrich HR Academy is designed
for all HR professionals that seek to
create value, build capability, drive
change, and lead their organization into
the future. Groups that would particularly
benefit from the academy include:
• HR Leaders and Leadership Teams
• HR professionals in centers of
excellence
• HR Business Partners
• Senior Partners
• Mid level Generalists
• Junior Specialists
Individually enroll in a public
workshop or set up a unique
program for your local and
global teams.
8
A day in an academy sprint
Less is more—minimum effective dose for people who have lots of other things to do.
In two 60–90 minute modules per week – individuals will learn from experts that teach leading-edge ideas,
show leaders how to use new tools on the job, and illustrate how to apply what they learn each day.
ASSESS
WATCH READ ASSESS CASE STUDY DISCUSS
WATCH
Evolution of HR
HRCS Self-Assessment
9
Program overview & outcomes: Modules 1–8
Week 1: HR from the Outside-In
1
How HR brings
value from the
outside-in
Anticipate
environmental,
stakeholder &
digital trends
2
Participants complete two 60-minute sprints during each week in which experts guide participants to discuss concepts, shape them to
their challenges, and create action plans and drive successful change. At the end of each module there is a live consultant-facilitated
session for further education.
5
Reinvent and align
your organization
to target
capabilities
Build the right culture
to impact customer &
employee
experience
6 7 8
Increase agility
and effect
meaningful
change
How HR drives a
distinctive
leadership brand
Consultant-
facilitated live
session
Consultant-
facilitated live
session
Consultant-
facilitated live
session
Week 3: HR Outcomes Week 4: HR Outcomes
3 4
Key outcomes in
talent,
organization &
leadership
How HR can align
and build the right
talent
Consultant-
facilitated live
session
Week 2: HR Outcomes
10
Program Overview & Outcomes: Modules 9–16
Week 5: HR Department
9
Defining & utilizing
HR analytics for
strategic
advantage
Critical dimensions
of an effective HR
department
10
13
HR Competencies:
Introduction &
Business
Acceleration
HR Competencies:
Human Capability,
Information &
Collaboration
14 15 16
HR Competency:
Simplifying
Complexity
Creating an agenda
for HR competency
development
Consultant-
facilitated live
session
Consultant-
facilitated live
session
Consultant-
facilitated live
session
Week 7: Strategic Competencies Week 8: HR Agenda
Participants complete two 60-minute sprints during each week in which experts guide participants to discuss concepts, shape them to
their challenges, and create action plans and drive successful change. At the end of each module there is a live consultant-facilitated
session for further education.
11 12
Managing HR
practice areas
more strategically
Creating a diverse,
equitable &
inclusive culture
Consultant-
facilitated live
session
Week 6: HR Practices
11
Example “Sprint” format for week one
Team Set Up
Module 1: Outside in
Learning
Platform
Welcome to the sprint
Describe importance and value of the training
Why are we making an investment in this
program?
What can participants expect to
achieve through this guided leaning journey?
Dave Ulrich welcome and charge to HR
professional
Understand 4 waves of HR: overview,
reflections and group discussion
Define outside-in and key stakeholders
and share example of how accomplished
Reflection on the current status of your
department
Discussion about how to bring HR
outside-in
Take the HRCS Self-Assessment
Define a framework for understanding the
changing external context of HR
Understand how to create a digital business
agenda
Learn where your HR department falls in the
evolution of digital HR and what to do about it
Time Expectations
• Team Set Up: 30–60 minutes
• Weekly Modules: 60 minutes per
module or 2 hours per week
• Facilitated Session: 60 minutes
per week
Module 2: Factors Driving
HR’s Evolution
Facilitated Session:
Social collaboration and
communication with consultant
and cohort throughout the week
Weekly facilitated session to
review / clarify / challenge
Set Up Week One Live Session
12
Accreditation: 24 continuing education credits
Coming soon
13
The guided and paced nature of the Dave Ulrich HR Academy, as well as the weekly facilitated
sessions, creates a learning environment with extremely high engagement and completion rates,
which dramatically increases impact.
Method Engagement Completion
Satisfaction
Net Promoter
Impact
MOOC
“Passive”
Very Low 5-7% -8 to +8 Not Measurable
eLearning
“Passive”
Low 9-15% -5 to +15 Not Measurable
Guided Paced
Cohort
“Active & Social”
Very High 80% +50 to +60
10 Times Investment
“promoted faster, stay longer,
retain talent better”
Source: 1. http://www.katyjordan.com/MOOCproject.html
Source: 2. https://www.insidehighered.com/news/2013/05/10/new-study-low-mooc-completion-rates
Source: 3. https://docs.wixstatic.com/ugd/cc7beb_5803e625ebee463ebc6f4796027366f1.pdf
Source: 4. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-high-impact-workforce-experience.pdf
Designed to enable completion and impact
14
Generating ideas with impact.
“I honestly have been through
many education experiences on
my personal and professional life
journey and this was the best!
Seriously.”
– Director, Talent Management
“Created a common language and
shared mindset.”
– SVP, Organizational
Development
“The comments, feedback, and
discussion from the group have
been amazing.”
– VP, Human Resources
15
Dave Ulrich
Jessica Johnson
Ernesto Uscher
Facilitated by Dave Ulrich and RBL Senior Experts
Contributing
Consultants
Allan Freed
Ranked as the #1 management guru by Business
Week, profiled by Fast Company as one of the
world’s top 10 creative people in business, and
listed as a top 5 coach in Forbes, Dave Ulrich has
a passion for ideas with impact. In his writing,
teaching, and consulting, he continually seeks
new ideas that tackle some of the world’s
thorniest and longest-standing challenges.
Ernesto has more than 30 years of experience working
as a consultant and coach helping organizations,
leaders and HR teams become highly effective in the
global markets.
Jessica serves as an executive coach, teacher, and
facilitator and is dedicated to advancing the fields of
Leadership and Strategic HR by connecting leaders
with practical tools, leading-edge theory, and
opportunities to learn from each other.
Allan has worked with over 100 organizations on HR
transformation, HR strategy development, HR
executive education, and leadership development
projects.
Darryl is a dynamic communicator, a strategic
thinker, and a change agent who is able to distill
complex situations into executable action plans to
align the organization to common goals.
Darryl Wee
Joe is an experienced consultant recognized for partnering
with HR and business teams in complex business turnarounds
and successful organizational transitions. He has redesigned
numerous HR and other functional organizations and has
created comprehensive development programs aligned to new
designs.
Joe Hanson
Program Leader
Anne-Marie Law
Strategic Advisor
Anne-Marie is an Executive HR Leader with 25+ years of
successful experience transforming diverse global
organizations across geographies, industries, and
cultures.
16
Sign up for the Dave Ulrich HR Academy
Individuals HR Teams
Contact us Contact us
✓ Daily lessons from Dave Ulrich and other top HR leaders
Learn what you need to know, do, and
be to become a more effective HR professional.
Complete the program as a team and dive deep
into the opportunities to create greater impact.
$2,800 $2,800
Weekly live facilitated sessions with an RBL consultant
Collaboration with global HR professionals
Case studies from the world’s top companies
✓
✓
✓
✓
Align philosophy, approach, and tools for entire team
Assess effectiveness of your HR Departments, Practices,
and Individual Competencies
Increase collaboration between members of your team
Learn how to adopt an outside-in approach in your HR
practice
✓
✓
✓
17
Guided Learning System Components
T E C H N O L O G Y P L AT F O R M G U I D E D L E A R N I N G J O U R N E Y
W O R L D - C L A S S TA I L O R E D
P R O G R A M S
A I - D R I V E N A N A LY T I C S /
E V I D E N C E - B A S E D O U T C O M E S
GOAL ENGAGEMENT UNDERSTANDING ADVOCACY
BARRIERS SOLUTIONS COMMITMENT FOLLOW-
THROUGH
PROBLEM
BASED
INTEGRATED
WITH WORK
+
EXPERT- LED
+ +
Jane
vs.
HOW WELL IS JANE DOING
AT COLLABORATING?
HOW WELL IS THIS GROUP
COLLABORATING?
COLLABORATIVE+
SOCIAL
About RBL
19
• Founded The RBL Group in 1999
• Global leaders in Strategic HR and Leadership
• Authored over 25 books and published
hundreds of articles in leading magazines
• Recognized for their work in organization,
leadership and HR by groups such as Thinkers
50, Harvard Business Review, HR Magazine,
Leadership Excellence Magazine and more
Dave Ulrich & Norm Smallwood
20
Leadership & Talent
Leaders matter, but leadership
matters more. We help you build a
leadership brand capability that
increases customer, investor, and
employee confidence that your
leaders will deliver the right results,
the right way, today and into the
future.
Strategic HR
Organization Strategy
& Transformation
Organization is the unique set of
critical capabilities that create
distinctiveness and competitive
advantage. They allow your
company to deliver on its promises.
Our systems-based approach helps
identify and design the capabilities
that drive your business and create
high performance.
Three Areas of Expertise
1 2 3
Through years of research
and experience we know that HR
leaders must think and behave
consistent with the strategy of the
business. By focusing HR practices
on the capabilities that enable the
strategy, your HR leaders become
strategic partners and contribute to
business growth.
Driving Business Results…
21
Key RBL Thought Leadership
Upgrading HR
Competencies Study
• 34 years of data
• HRCS Round 8: (2021) over 28,000
global participants
• 5 key competency domains
• Most comprehensive and
rigorous empirical review of HR
competencies and outcomes
Redefining
Organization
Capability
• Redefining organizations as
bundles of capabilities
• Shaping an organization
culture to match customer
needs
• Building the innovative
organization (market-oriented
eco system or MOE)
Delivering HR
Transformation
• Original thought leaders
of transformation
• 4 phases: Why, So What, How
do you do it, and Who does it?
• Outside-In: Focus on aligning
with external stakeholder
expectations for a compelling
case for change
Creating Leadership
Value
• Based on hundreds of interviews,
360s, and the compilation of
leadership studies
• Core set of behaviors that every
leader needs, cuts across
industry, geography, and level of
career
• Line leadership to customer
brand and investor value
22
HRCS Round 8 Competency Model:
Domains and Sub-Domains
COMPETENCY DOMAIN SUB-DOMAIN
Accelerates Business • Generates Competitive Insights
• Influences the Business
• Gets the Right Things Done
• Drives Agility
Advances Human Capability • Elevates Talent
• Delivers HR Solutions
• Champions Diversity, Equity, and Inclusion
Simplifies Complexity • Thinks Critically
• Harnesses Uncertainty
Mobilizes Information • Leverages Information and Technology
• Guides Social Agenda
Fosters Collaboration • Manages Self
• Builds Relationships
23
Global RBL Clients
24
Joe Hanson
Partner, The RBL Group
Global Program Leader
Phone: +1 (801) 362-9303
Email: jhanson@rbl.net
Web: www.rbl.net
For more information:

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The Dave Ulrich HR Academy Brochure

  • 1. Strategic HRDevelopment + The Dave Ulrich HR Academy
  • 2. Learn from the “Father of Modern HR” – HR Magazine “In HR, we are in a unique position to impact our current financial performance and, more importantly, create capabilities that will grow our future value. This requires a strategic approach to value creation and a deeper understanding of our stakeholders.” Dave Ulrich, Co-Founder, The RBL Group
  • 3. 3 HRCS 2021 The Dave Ulrich HR Academy integrates the latest findings from the largest and most global study of HR competencies and functions.
  • 4. 4 The Dave Ulrich HR Academy offers a best-in- class virtual, tailored development program Flexible 16 modules over 8 weeks, 60 minutes per module (a 4-week option is also available) Instruction from Dave Ulrich Personalized videos from Dave Ulrich and other HR and industry experts Consultant-Led Education Weekly consultant facilitated live sessions Collaborative Collaboration and dialogue that taps the collective genius within your HR and leadership teams Accredited Earn continuing education credits through HRCI and SHRM Focused on Individual Development Personal coaching and HRCS Competency Assessment
  • 5. 5 This researched-based program covers three dimensions: (1) Outside-in HR value creation & business context , (2) outcomes of HR, and (3) competent HR departments and professionals Business Context & HR Value Creation HR Outcomes HR for HR HR from the Outside-In Learn where HR has been and where it’s going, and assess your own HR practice Factors Driving HR’s Evolution Determine how to respond to the changing context within which HR operates? Talent Enable your organization's talent to operate at peak performance by building competence, meaning and increased levels of commitment Organization Deliver on organization capabilities that ensure success in the new economy (i.e., agility, collaboration, innovation, right culture etc.) Leadership Build the right leadership competencies and systems at all levels, and drive effective leadership brand HR Department Create the optimum HR Department to deliver value inside and outside the organization HR Practices Learn how to apply key principles from the latest thinking and research around people, performance, work, and digital HR Competencies Focus your HR Team development on competencies needed to succeed in the new economy?
  • 6. 6 Why the Dave Ulrich HR Academy is the most relevant program for HR professionals in your organization? 1 Changes mindset and language from an internally focused, “traditional HR” to an outside-in, business impact orientation 2 Builds skills to co-create solutions with stakeholders that shape business results. 3 Defines a clear path to respond to the changing business context. 4 Enhances ability to develop the right organizational capabilities to succeed in the new economy. 5 Identifies specific HR outcomes in organization, leadership, and talent required to deliver strategy and target capabilities. 6 Expands capability to generate competence, contribution, and commitment for individuals. 7 Increases understanding of how to succeed through the organization of your own HR department. 8 Boosts individual competencies and HR practice effectiveness.
  • 7. Build capability and drive change. Who should enroll in the Dave Ulrich HR Academy? The Dave Ulrich HR Academy is designed for all HR professionals that seek to create value, build capability, drive change, and lead their organization into the future. Groups that would particularly benefit from the academy include: • HR Leaders and Leadership Teams • HR professionals in centers of excellence • HR Business Partners • Senior Partners • Mid level Generalists • Junior Specialists Individually enroll in a public workshop or set up a unique program for your local and global teams.
  • 8. 8 A day in an academy sprint Less is more—minimum effective dose for people who have lots of other things to do. In two 60–90 minute modules per week – individuals will learn from experts that teach leading-edge ideas, show leaders how to use new tools on the job, and illustrate how to apply what they learn each day. ASSESS WATCH READ ASSESS CASE STUDY DISCUSS WATCH Evolution of HR HRCS Self-Assessment
  • 9. 9 Program overview & outcomes: Modules 1–8 Week 1: HR from the Outside-In 1 How HR brings value from the outside-in Anticipate environmental, stakeholder & digital trends 2 Participants complete two 60-minute sprints during each week in which experts guide participants to discuss concepts, shape them to their challenges, and create action plans and drive successful change. At the end of each module there is a live consultant-facilitated session for further education. 5 Reinvent and align your organization to target capabilities Build the right culture to impact customer & employee experience 6 7 8 Increase agility and effect meaningful change How HR drives a distinctive leadership brand Consultant- facilitated live session Consultant- facilitated live session Consultant- facilitated live session Week 3: HR Outcomes Week 4: HR Outcomes 3 4 Key outcomes in talent, organization & leadership How HR can align and build the right talent Consultant- facilitated live session Week 2: HR Outcomes
  • 10. 10 Program Overview & Outcomes: Modules 9–16 Week 5: HR Department 9 Defining & utilizing HR analytics for strategic advantage Critical dimensions of an effective HR department 10 13 HR Competencies: Introduction & Business Acceleration HR Competencies: Human Capability, Information & Collaboration 14 15 16 HR Competency: Simplifying Complexity Creating an agenda for HR competency development Consultant- facilitated live session Consultant- facilitated live session Consultant- facilitated live session Week 7: Strategic Competencies Week 8: HR Agenda Participants complete two 60-minute sprints during each week in which experts guide participants to discuss concepts, shape them to their challenges, and create action plans and drive successful change. At the end of each module there is a live consultant-facilitated session for further education. 11 12 Managing HR practice areas more strategically Creating a diverse, equitable & inclusive culture Consultant- facilitated live session Week 6: HR Practices
  • 11. 11 Example “Sprint” format for week one Team Set Up Module 1: Outside in Learning Platform Welcome to the sprint Describe importance and value of the training Why are we making an investment in this program? What can participants expect to achieve through this guided leaning journey? Dave Ulrich welcome and charge to HR professional Understand 4 waves of HR: overview, reflections and group discussion Define outside-in and key stakeholders and share example of how accomplished Reflection on the current status of your department Discussion about how to bring HR outside-in Take the HRCS Self-Assessment Define a framework for understanding the changing external context of HR Understand how to create a digital business agenda Learn where your HR department falls in the evolution of digital HR and what to do about it Time Expectations • Team Set Up: 30–60 minutes • Weekly Modules: 60 minutes per module or 2 hours per week • Facilitated Session: 60 minutes per week Module 2: Factors Driving HR’s Evolution Facilitated Session: Social collaboration and communication with consultant and cohort throughout the week Weekly facilitated session to review / clarify / challenge Set Up Week One Live Session
  • 12. 12 Accreditation: 24 continuing education credits Coming soon
  • 13. 13 The guided and paced nature of the Dave Ulrich HR Academy, as well as the weekly facilitated sessions, creates a learning environment with extremely high engagement and completion rates, which dramatically increases impact. Method Engagement Completion Satisfaction Net Promoter Impact MOOC “Passive” Very Low 5-7% -8 to +8 Not Measurable eLearning “Passive” Low 9-15% -5 to +15 Not Measurable Guided Paced Cohort “Active & Social” Very High 80% +50 to +60 10 Times Investment “promoted faster, stay longer, retain talent better” Source: 1. http://www.katyjordan.com/MOOCproject.html Source: 2. https://www.insidehighered.com/news/2013/05/10/new-study-low-mooc-completion-rates Source: 3. https://docs.wixstatic.com/ugd/cc7beb_5803e625ebee463ebc6f4796027366f1.pdf Source: 4. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-high-impact-workforce-experience.pdf Designed to enable completion and impact
  • 14. 14 Generating ideas with impact. “I honestly have been through many education experiences on my personal and professional life journey and this was the best! Seriously.” – Director, Talent Management “Created a common language and shared mindset.” – SVP, Organizational Development “The comments, feedback, and discussion from the group have been amazing.” – VP, Human Resources
  • 15. 15 Dave Ulrich Jessica Johnson Ernesto Uscher Facilitated by Dave Ulrich and RBL Senior Experts Contributing Consultants Allan Freed Ranked as the #1 management guru by Business Week, profiled by Fast Company as one of the world’s top 10 creative people in business, and listed as a top 5 coach in Forbes, Dave Ulrich has a passion for ideas with impact. In his writing, teaching, and consulting, he continually seeks new ideas that tackle some of the world’s thorniest and longest-standing challenges. Ernesto has more than 30 years of experience working as a consultant and coach helping organizations, leaders and HR teams become highly effective in the global markets. Jessica serves as an executive coach, teacher, and facilitator and is dedicated to advancing the fields of Leadership and Strategic HR by connecting leaders with practical tools, leading-edge theory, and opportunities to learn from each other. Allan has worked with over 100 organizations on HR transformation, HR strategy development, HR executive education, and leadership development projects. Darryl is a dynamic communicator, a strategic thinker, and a change agent who is able to distill complex situations into executable action plans to align the organization to common goals. Darryl Wee Joe is an experienced consultant recognized for partnering with HR and business teams in complex business turnarounds and successful organizational transitions. He has redesigned numerous HR and other functional organizations and has created comprehensive development programs aligned to new designs. Joe Hanson Program Leader Anne-Marie Law Strategic Advisor Anne-Marie is an Executive HR Leader with 25+ years of successful experience transforming diverse global organizations across geographies, industries, and cultures.
  • 16. 16 Sign up for the Dave Ulrich HR Academy Individuals HR Teams Contact us Contact us ✓ Daily lessons from Dave Ulrich and other top HR leaders Learn what you need to know, do, and be to become a more effective HR professional. Complete the program as a team and dive deep into the opportunities to create greater impact. $2,800 $2,800 Weekly live facilitated sessions with an RBL consultant Collaboration with global HR professionals Case studies from the world’s top companies ✓ ✓ ✓ ✓ Align philosophy, approach, and tools for entire team Assess effectiveness of your HR Departments, Practices, and Individual Competencies Increase collaboration between members of your team Learn how to adopt an outside-in approach in your HR practice ✓ ✓ ✓
  • 17. 17 Guided Learning System Components T E C H N O L O G Y P L AT F O R M G U I D E D L E A R N I N G J O U R N E Y W O R L D - C L A S S TA I L O R E D P R O G R A M S A I - D R I V E N A N A LY T I C S / E V I D E N C E - B A S E D O U T C O M E S GOAL ENGAGEMENT UNDERSTANDING ADVOCACY BARRIERS SOLUTIONS COMMITMENT FOLLOW- THROUGH PROBLEM BASED INTEGRATED WITH WORK + EXPERT- LED + + Jane vs. HOW WELL IS JANE DOING AT COLLABORATING? HOW WELL IS THIS GROUP COLLABORATING? COLLABORATIVE+ SOCIAL
  • 19. 19 • Founded The RBL Group in 1999 • Global leaders in Strategic HR and Leadership • Authored over 25 books and published hundreds of articles in leading magazines • Recognized for their work in organization, leadership and HR by groups such as Thinkers 50, Harvard Business Review, HR Magazine, Leadership Excellence Magazine and more Dave Ulrich & Norm Smallwood
  • 20. 20 Leadership & Talent Leaders matter, but leadership matters more. We help you build a leadership brand capability that increases customer, investor, and employee confidence that your leaders will deliver the right results, the right way, today and into the future. Strategic HR Organization Strategy & Transformation Organization is the unique set of critical capabilities that create distinctiveness and competitive advantage. They allow your company to deliver on its promises. Our systems-based approach helps identify and design the capabilities that drive your business and create high performance. Three Areas of Expertise 1 2 3 Through years of research and experience we know that HR leaders must think and behave consistent with the strategy of the business. By focusing HR practices on the capabilities that enable the strategy, your HR leaders become strategic partners and contribute to business growth. Driving Business Results…
  • 21. 21 Key RBL Thought Leadership Upgrading HR Competencies Study • 34 years of data • HRCS Round 8: (2021) over 28,000 global participants • 5 key competency domains • Most comprehensive and rigorous empirical review of HR competencies and outcomes Redefining Organization Capability • Redefining organizations as bundles of capabilities • Shaping an organization culture to match customer needs • Building the innovative organization (market-oriented eco system or MOE) Delivering HR Transformation • Original thought leaders of transformation • 4 phases: Why, So What, How do you do it, and Who does it? • Outside-In: Focus on aligning with external stakeholder expectations for a compelling case for change Creating Leadership Value • Based on hundreds of interviews, 360s, and the compilation of leadership studies • Core set of behaviors that every leader needs, cuts across industry, geography, and level of career • Line leadership to customer brand and investor value
  • 22. 22 HRCS Round 8 Competency Model: Domains and Sub-Domains COMPETENCY DOMAIN SUB-DOMAIN Accelerates Business • Generates Competitive Insights • Influences the Business • Gets the Right Things Done • Drives Agility Advances Human Capability • Elevates Talent • Delivers HR Solutions • Champions Diversity, Equity, and Inclusion Simplifies Complexity • Thinks Critically • Harnesses Uncertainty Mobilizes Information • Leverages Information and Technology • Guides Social Agenda Fosters Collaboration • Manages Self • Builds Relationships
  • 24. 24 Joe Hanson Partner, The RBL Group Global Program Leader Phone: +1 (801) 362-9303 Email: jhanson@rbl.net Web: www.rbl.net For more information: