A collection of great HR articles in 2018 by Professor Dave Ulrich
Dave Ulrich is the Rensis Likert Professor at the Ross School of Business, University of Michigan and a partner at The RBL Group, a consulting firm focused on helping organizations and leaders deliver value.
[Image from HR seminar in Copenhagen All Rights Reserved © 2018 Gitte Mandrup]
Must-read HR Article #1
Six principles that, when applied, may improve the HR operating models more than debates about roles:
- Share a common purpose
- Respect differences
- Govern, accept, and connect
- Care for the other
- Share experiences together
- Grow together
Must-read HR Article #2
By getting more comfortable with discomfort, leaders are more likely to disrupt themselves or their organization before someone else does it to them.
Principles to practice being comfortable with discomfort:
- Manage expectations
- Spend time with the difficult outliers
- Learn continually
- Acknowledge limitations
- Take care of myself
Must-read HR Article #3
How can HR professionals (and others) gain influence?
- Build trust
- Adapt to the style of influence target(s)
- Connect to goals and values
- Surround with information
- Behave as if
Must-read HR Article #4
What are the personal implications of a career mosaic logic?
- Take control of your career
- Fold the future into the present
- Create and evolve your personal brand
- Maintain positive relationships
- Measure career success by your standards
Must-read HR Article #5
In today’s changing business landscape, HR has the potential to respond to value-creating opportunities around talent, leadership, and organization, and to become pivotal for business success and employee well-being. But HR doesn’t always realize this potential.
HR Circular Thinking occurs when HR creates new words that repeat old concepts without adding to the thinking.
Spiral HR Work invents ideas, tools, and processes to solve both old and new problems. Spiral HR work makes progress, offers innovative ways to do HR work, and responds to opportunities. Spiral thinking pivots more than evolves ideas because it builds on previous ideas as a foundation for new insights.
As opportunities for HR’s impact increase, HR can live up to its potential by avoiding the vicious circle of repeating the past and replacing it with the virtuous spiral of creating the future.
Must-read HR Article #6
First, be clear about concepts.
Second, connect key concepts to each other.
Third, focus on actions that make a real difference.
Fourth, focus on impact more than ideas.
Must-read HR Article #7
In a world of unrelenting change, agility matters at four levels.
- Strategic agility
- Organization agility
- Individual agility
- Human resource agility
When HR both advocates for and models agility, they ensure that strategies, organizations, and individuals anticipate and adapt to dynamic change as fast as the change occurs.
Must-read HR Article #8
HR professionals do not need to be buddies with the individuals they serve in order to be effective. In fact, personal relationships may complicate what HR delivers.
Three tips about HR’s true role and how their expertise delivers real value:
- First, navigate the paradox of employee well-being and organization competitiveness.
- Second, quietly and fairly do your work – even in a transparent world.
- Third, act with great speed, diligence, and discipline.
Must-read HR Article #9
Five actions HR professionals can pursue to help make a digital business agenda happen:
- Build a Business Case
- Facilitate a Digital Business Team
- Articulate Digital Business Outcomes
- Audit Current Digital State
- Craft Digital Business Plan
Must-read HR Article #10
The business partner concept has dramatically evolved from roles and outcomes to a logic of how HR delivers value to employees, organizations, customers, investors, and communities through individual talent, leadership throughout an organization, and organization capabilities.
Dimensions of the business partner logic:
- HR Value Added
- HR Context
- HR Stakeholders
- HR Outcome – Talent
- HR Outcome – Organization
- HR Outcome – Leadership
- HR Strategy
- HR Organization
- HR Practices
- HR Competencies
- HR Technology
- HR Analytics
Dave Ulrich bøger på dansk
Om kritiske HR kompetencer og lærerige cases om HR (helt) udefra og ind.
Om at redesigne HR funktionen til at arbejde med strategisk HR og præstere optimalt, baseret på virksomhedens behov.