Mike Ulrich, Co-Director David Kryscynski, Co-Director Dave Ulrich, Principal Wayne Brockbank, Principal Jacqueline Slade, Project Manager 2016 HR Competency Model. Human Resources, Dave Ulrich Model, and Document Management by Britney Pay Jan 2, 2018 Known in Human Resources as a “management guru” with great ideas for everything from company leadership to corporate growth, David Ulrich is first and foremost the father of modern HR. (PDF) david-ulrich-hr-model-22-phpapp02.pdf Danny Pham - Academia.edu Academia.edu is a platform for academics to share research papers. Dave Ulrich on the outside-in view of HR — Roland Berger When HR works from the outside-in it has the capacity to positively impact the creation of value. Through our work with clients around the globe we’ve been able to identify 9 dimensions for HR teams to consider when they are journeying towards becoming an outside-in function. Dave Ulrich; Dave Ulrich. University of Michigan U-M. Publications 155. How we measure 'reads' A 'read' is counted each.

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Dave Ulrich Introduces HR Transformation

Dave Ulrich introduces how HR Transformation is a handbook leaders can use to ensure HR delivers business success.

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HR Transformation Introduction

This document contains book endorsements as well as the introductory chapter.

Tool 1.1 Full Viruses List

In our work on managing change, we have identified more than 30 common viruses, common reasons why change does not proceed as intended. Download the full list organization viruses and learn more about virus busting.

Tool 1.2 HR Transformation Model Overview

Watch a video of Dave Ulrich introducing the HR transformation model. Learn as he grounds this theory in reality with examples of how companies have implemented each phase of the model.

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Tool 2.1 HR Transformation Readiness Assessment

Are you ready for HR Transformation? Invite your entire team to complete the full HR Transformation Readiness assessment to determine if it's time for you to begin HR Transformation.

Tool 2.2 Preparing for HR Transformation

Learn from Dave Ulrich as he describes how to create the conditions you need to initiate a successful HR Transformation and shares best practices in HR Transformation preparation. Share this video with your team during your transformation kick-off meeting.

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Tool 2.3 HR Transformation Jumpstart methods

HR Transformation requires that internal and external stakeholders understand the gap between what HR does now and what HR needs to deliver in the future and the impact of that gap. The following ideas can help jumpstart a discussion in the organization of the gap and what might be accomplished if it were narrowed.

Tool 2.4 Stakeholder Analysis

Be very clear to ensure your stakeholder's expectations and needs are addressed at the begining, embedded in everything you do throughout the HR transformation. Download and print the Stakeholder Analysis Worksheets. Have your entire team complete the worksheet, and then prioritize stakeholder needs.

Tool 2.5 External Environment

Understanding the complexities in your external environment is critical to a sustainable HR Transformation. Watch Wayne Brockbank explain the impact of external environment on successful transformation.

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Tool 2.6 Business Case Worksheet

Download a copy of the business case worksheet. Encourage each member of the HR Transformation team to complete the worksheet prior to holding your business case development meeting.

Tool 2.7 HR Transformation Business Case

Watch Justin Allen describe a process for developing a transformation business case and listen as he shares examples of transformation teams who have successfully communicated their business case to the Board of Directors, the senior executive teams, the HR leadership team, and HR professionals throughout the organization.

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Tool 3.1 Organization Capabilities

Watch a video of Dave Ulrich explaining the importance of Organization Capabilities and why they are HR's number one deliverable.

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Tool 3.2 Organization Capability Assessment

Be sure your HR TRansformation team is clear about the capabilities your organization needs. Check out the RBL Organization Capability Assessment.

Tool 3.3 Operationalizing Your Capabilities

Turn the capabilities identified in the capability audit into specific measures that can be monitored and tracked. Watch a video of Mark Nyman describing how to connect the deliverables of the transformation in a scorecard such that everyone knows what the results of the transformation should be and how well the organization is meeting those results.

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Tool 3.4 Mapping Capabilities to Stakeholders

Listen to Justin Allen share best practice examples of how to show the development of your capabilities will benefit employees, line managers, customers, investors, communities, and other stakeholders.

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Tool 4.1 HR Strategy Statement

Download a copy of the HR Strategy Statement Worksheet and use this document as a template in you HR Strategy clarification meeting.

Tool 4.2 Drafting a Powerful HR Strategy

Learn from Wayne Brockbank as he describes how to draft an HR Strategy, and then how to make it real

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Tool 4.3 Strategic vs. Transactional Work

As seen in the Pfizer case (see chapter 10) separating transactional from transformational work is an essential step in any HR Transformation. Listen to Mark Nyman describe the sifting process.

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Tool 5.1 The Six “Bs” Overview

Individual and organizational gaps can be filled by investing in talent. In our work we have found six kinds of investments that may be made to upgrade talent: Buy, Build, Borrow, Bound, Bounce, and Bind.

Tool 5.2 VOI2C2E Overview

Obtain more information about using the VOI2C2E model and other resources that can help you bolster and strengthen your employees such that they

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