如何强化CEO视角的人力资源价值.ppt

通过能力与业务战略匹配 强化CEO视角的人力资源价值EnhancingHRValuetotheCEO StrategiesforMatchingStrategytoCapability Thisseminartakesacomprehensive systemicviewoftheorganizationanditsreadinessforintervention Itaddressesthe peoplepowerparadox mostcompaniesseektheirfutureoutsideofthemselves notintheirownpeople Copyright LaskeandAssociates LLC 2002 WorkshopObjectives Attheconclusionofthisworkshop participantswillbeableto betterunderstandtherelationshipofstrategyandcapabilityseetheirownroleasHRDirectorinanew proactivelight asguarantorsofabalancebetweenstrategyandcapabilityadvisetheCEOonhowtoexpandcurrentHRevaluationlevelstomeasuringcapabilityunderlyingperformanceadvisetheCEOonhowtoimproveasssessingtherealismofcompanystrategyinlightofexistingcapabilitydiscusstheallotmentofcapabilityresourcesneededforfullyrealizingpresentstrategicobjectives Copyright LaskeandAssociates LLC 2002 AssumptionsofthisWorkshop AchievingstrategicobjectivesismorethaneverdependentonthecapabilityofindividualsandteamsMuchmorein depthknowledgeabouthumancapabilityisavailableinsocialpsychologythanhassofarbeenappreciatedbyCEO sandHRDirectorsWeneedtoopenawindowonnewandhighlystratetgicdatasourcesthatheightentherealismofstrategicdecisionmakingatthehighestlevelofmanagement inparticular aCapabilityMetric WeaddressCEOsandHRDirectorsalike focusingonhumancapability Copyright LaskeandAssociates LLC 2002 WorkshopTopics PartI TheRelationofCompanyStrategyandWorkCapabilityPerformanceisbasedonCapabilityRelevanceofCapabilityintheStrategyMapPartII BuildingandUsingaCapabilityMetricOpeningaTimeWindowonCapabilityHowCDREM worksWhataCapabilityMetricTellsManagementPartIII WrapUpBenefitsofCDREM NewTasksoftheHRDirectorCaseStudyDeliverables Copyright LaskeandAssociates LLC 2002 PartICompanyStrategyandWorkCapability Copyright LaskeandAssociates LLC 2002 PerformanceisBasedonCapability Copyright LaskeandAssociates LLC 2002 HumanStrategyRegardsWorkCapability Copyright LaskeandAssociates LLC 2002 Vision BusinessStrategy OrganizationalStrategy HumanStrategy Capability YourHumanStrategyShouldbeGuidedbyInsightintoWorkCapability Copyright LaskeandAssociates LLC 2002 Whenyouneedahigh levelviewofhumanresourcesavailabletomeetstrategicobjectives youneedtounderstandcurrentandfutureworkcapability PerformanceIsAnalyzedInTermsofWorkCapability Actualworkperformanceisbasedonpersonalcapabilitytowork anddiffersfrompersontoperson teamtoteamFollowingElliottJaques 1994 wedistinguishandmeasurethreekindsofworkcapability currentappliedcapabilitycurrentpotentialcapabilityfuturepotentialcapabilityResearchshowsthatpotentialcapabilitygrowsoverthelifespanalongpredictablematurationalpathwaysofself andcomplexityawareness Loevinger 1976 Kegan 1982 Laske 1999 Limitsof currentandfuture potentialcapabilitysetlimitstotrainingeffectiveness andrequirelong termremediation re structuring oroutsourcingdecisions opyright LaskeandAssociates LLCC 2002 RelevanceofCapabilityintheStrategyMap Anybusinessmaybeseenascomposedoffourlayers financialcustomerrelationsinternalbusinessprocesslearningandgrowth orhumancapitalStrategicobjectivesinthefirstthreelayers whenmappedintoLearningandGrowth appearas HRdeliverables RequisiteHRdeliverablesregardcapability notjustperformanceHRor LearningandGrowth comprisestwosublayers enablers suchascompetence teamsynergy etc thatexecutestrategycapabilitiesthatunderlyenablers sometimescalled meta enablers andmeasurecapability opyright LaskeandAssociates LLCC 2002 FiveDimensionsofaStrategyMap adaptedfromBCSCollaborative Inc 2001 ShareholderValue FinancialPerspective CustomerPerspective InternalProcessPerspective Learning GrowthPerspective CustomerSatisfaction EmployeeSatisfaction ManageOperatingEfficiency TwoTiersofLearningandGrowth Competencies StrategicAlignment Motivation CulturalClimate TeamIntegration Leadership DeliverWorldClassservices ManageCustomerRelationships WORKCAPABILITY Copyright LaskeandAssociates LLC 2002 Enablers Meta Enablers ImpactofCapabilityonPerformance Meta Enablers MeasureCapability Competence Leadership Alignment Culture TeamSynergy InternalBusinessProcess short term CustomerRelations short term Financials long term Copyright LaskeandAssociates LLC 2002 CAPABILITY Toimprovetheshort aswellaslong termrealismofcompanystrategy weneedtoexpandthenumberofHRevaluationlevels Bydoingso wetakeintoaccountacompany sactualworkcapabilitiesthatdetermineitslevelofcurrentandfutureperformance Copyright LaskeandAssociates LLC 2002 ExpandingHREvaluationLevels Copyright LaskeandAssociates LLC 2002 PartII BuildingandUsingaCapabilityMetric OpeningaTimeWindowonWorkCapability Copyright LaskeandAssociates LLC 2002 Toanalyzeandmeasureworkcapabilityinsufficientdepthmeanstoopenatimewindowthroughwhichtoviewcapabilitynow inthenearfuture andthefarfuture CapabilityEvolvesinTime Copyright LaskeandAssociates LLC 2002 CurrentAppliedCapability CurrentPotentialCapability FuturePotentialCapability Now NearFuture 0 5to2years FarFuture 2 5years AssessingWorkCapabilitywithCDREM CAPABILITYMETRIC StrategicObjectives CurrentApplied CurrentPotential FuturePotential WHO Repr Sample IndexVariables WHAT Enablers Copyright LaskeandAssociatesLLC 2002 2 3a 3b 4a HRDeliverables 1 4b 5a c 6 ThreeKindsofWorkCapability adaptedfromE Jaques 1994 p 7 Now CurrentAppliedCapability CAP thelevelofcapabilityapersonisactuallyapplyingatagivenmomentinsomespecificworkNearFuture CurrentPotentialCapability CPC themaximumlevelofworkapersoncouldcarryoutatanygivenpointintime inadomainofworktheyvalueandgivenenvironmentalsupportFarFuture FuturePotentialCapability FPC thepredictedlevelofpotentialcapabilitythatapersonwillpossessatsomespecifictimeinthe nearorfar futureFPCgrowsthroughoutthelifespanalongpredictablematurationalpathways andthereforecanbereliablypredicted CDREM measuresallthreekindsofworkcapability Copyright LaskeandAssociates LLC 2002 DefinitionofDifferentKindsofCapability researchedbyJaques Kegan Basseches Laske 1955 2000 CurrentAppliedCapability Systemicgrasp developmentallevel personalneed energysinksCurrentPotentialCapability Balanceofcriticalvs constructivethinking complexityofprocessing developmentallevel personalaspirationFuturePotentialCapability Developmentallevel potential systemicgrasp balanceofcriticalvs constructivethinking complexityofprocessing comprisingselfconduct taskfocus andinterpersonalperspective Copyright LaskeandAssociates LLC 2002 IndexVariables CurrentAppliedCapability Copyright LaskeandAssociates LLC 2002 CAC SystemicThinkingDevelopm LevelPersonalNeedEnergySinks CriticalConstructiveRiskPotentialSelfTaskInterpersonalThinkingThinkingClarityConductFocusPerspective SelfconceptAutonomyAffiliationRisktakingDrivetoachieveEmpathyChangeFlexibilityResourcefulnessHelpfulnessNeedforpowerEnduranceDependencyNeedforvisibilityQualityofPlanningBiasConfrontationalismNeedtoSelfProtectRelationshiptoPower ChangeRelationship StructureStructureundertransformation CapabilityPotentialDetailed FuturePotentialCapability determinedbydevelopmentallevel developmentallevel levelofselfawareness developmentalpotential forreachingsubsequentlevel developmentalrisk forregressingtolowerlevel systemsthinkingcapacity critical constructive systemicthinking CurrentPotentialCapability determinedbypersonalaspirationsanddevelopmentallevel taskfocus autonomy endurance risktaking drivetoachieve motivation qualityofplanning follow through etc selfconduct selfconfidence flexibilityregardingchange needtocontrolanddirect needforvisibility etc interpersonalperspective capacityforaffiliation bias dependencyonothers etc Copyright LaskeandAssociates LLC 2002 CapabilityIsMeasuredinThreeTimeDimensions Capabilityismeasuredintermsofvariablesdefiningpeopleproperties sometimescalled meta enablers InCDREM variablestogetherformanindexAnindexisspecifictoaparticularenabler suchasleadershiporteamsynergyEachenablerismeasuredinthreedifferentbutinterrelatedtimedimensionsofcapability currentapplied currentpotential andfuturepotential Copyright LaskeandAssociates LLC 2002 CapabilityIndexforLeadership Copyright LaskeandAssociates LLC 2002 Leadership Enabler IndexVariables 1 Currentandfuturepotential Developmentallevel maturity 2 Futurepotential Developmentalriskvs potential3 Currentandfuture Systemsthinkingcapacity4 Currentandfuture Changeflexibility5 Current nearfuture andfarfutureinterpersonalperspective6 Current nearfuture andfarfutureself conduct7 Current nearfuture andfarfutureapproachtotasks taskfocus HowCDREM Works Copyright LaskeandAssociates LLC 2002 StepsTowardBuildingaCapabilityMetric CompanyStrategyMap HRDeliverables fromStrategy DefineTargetPopulation DefineRepresentativeSample DefineIndex es basedonCapabilityStandards CopyrightLaskeandAssociatesLLC 2002 MeasurementObjectives Definitions Representativesamplescompriseindividualsorteamswho asgroups havecertainworkcapabilitylevelscriticaltocompanyperformanceAnindexcomprisesasetofvariablesusedtomeasuretheworkcapabilityofarepr sampleIndexesmeasureasample sworkcapabilitylevelsagainstvalidatednormativestandardsStandardsstipulatecurrentandfutureworkcapabilitylevelsdefinedinharmonywithrequisiteHRdeliverables CopyrightLaskeandAssociatesLLC 2002 StepsinBuildingaCapabilityMetric Copyright LaskeandAssociates LLC 2002 HowtoDefineaRepresentativeSample TheCompany DivisionA DivisionB DivisionC TargetPopulation Sample CopyrightLaskeandAssociatesLLC 2002 Note Divisionscanalsobecross functionalgroups StructuringaRepresentativeSample CopyrightLaskeandAssociatesLLC 2002 IndexesandTheirCapabilityStandards ACDREM Index isentirelycustomizable itreferstoanyaspectofcapabilityHRdecidestomeasureAnindexmeasurescapabilitylevelswithafocusonaparticularenabler e g leadership Anindexiscomposedofasetofpertinentvariableseachofwhichisassociatedwithastandard customizedtocompanystrategyandHRconcernsflowingtherefrom CDREM capabilitystandardsderivefromcurrentsocialscienceresearchEachindexmeasuresallthreetimedimensionsofworkcapability currentapplied currentpotential andfuturepotentialcapability CopyrightLaskeandAssociatesLLC 2002 CapabilityIndexesareComposedofMeta EnablersMeasuringCapabilityLevels SixClassesofofMeta Enablers Anynumberofcustomizedindexes 25CapabilityCriteria FutureCapability CurrentCapability Copyright LaskeandAssociates LLC 2002 CustomizedtoCompanyStrategy Example VariablesofaLeadershipandChangeFlexibilityIndex Developmentallevel 16levels DevelopmentalpotentialandriskStrengthofcomplexityawareness transformationalcapacity StrengthofsystemsthinkingSelfconductselfconceptflexibilityforchangeneedforpowerandcontrolTaskfocusautonomyresourcefulnessunderstressqualityofplanningandorderInterpersonalperspectiveempathyhelpfulness supportivenesscapacityforaffiliationEnergysinks gapsbetweenpersonalneedsandaspirations Cultureclimateindex gapsbetweenPersonalaspirationsandactualorganizationalexperience Copyright LaskeandAssociatesLLC 2002 Futurepotentialcapability Currentpotentialandappliedcapability CurrentandNear FutureCapabilityStandards CopyrightLaskeandAssociatesLLC 2002 Far FutureCapabilityStandards Copyright LaskeandAssociatesLLC 2002 WhataCapabilityMetricTellsManagement Copyright LaskeandAssociatesLLC 2002 CDREM outcomesarestatedintheformatofaCapabilityMetricThemetricrevealsthehiddenworkcapabilityofarepresentativesample Resultsarestatedintermsofpotential to riskratiosforallvariablesincludedintheindexmeasured FormatoftheCapabilityMetric Copyright LaskeandAssociatesLLC 2002 Example1 Copyright LaskeandAssociatesLLC 2002 LeadershipCapabilityMetricofane businessfirmlackingcurrentandfuturecapabilitypotential LeadershipCapabilityMetric Adherence STANDARD Missing RISK Exceeding POTENTIAL FuturePotentialCapability CurrentAppliedCapability Dev Level Dev Potential ChangeFlexibility SystemicThinking SelfConduct TaskFocus Interpers Perspective EnergySinks Copyright LaskeandAssociatesLLC 2002 1 0 1 0 CDREM Index PresentState FutureState Unusedcurrentpotential High LevelSummaryforLeadership Copyright LaskeandAssociatesLLC 2002 ActionableDetail Example Copyright LaskeandAssociatesLLC 2002 ReactionofaManufacturingFirm Repr sampleregardsthemiddlemanagementlevelHighfuturepotentialcapabilityistoolong termtobeactionableHighenergysinksrequireimmediateharnessingofcurrentpotentialinallwayspossible e g rewardstructure Availableoptions startamassivemanagementdevelopmenteffortgearedtoharnessingexistingbehavioralanddevelopmentalpotentialdiminishunusedpotentialsbywide scopedjobre assignmentandworkplacerestructuringbyfiringpartsofmiddlemanagement andeitherrehiringoroutsorcingmanagersshowinghighcurrent futurepotentialcapability Copyright LaskeandAssociatesLLC 2002 ReactionofanAccountingPartnership Repr sampleregardsmanagingpartners someofwhomresideontheexecutivecommittee HighfuturepotentialcapabilitypointstoaneedforcomprehensivesuccessionplanningHighenergysinksspeaktoneedofredefiningpartnerresponsibilityintermsofexistingindividualworkcapabilityAvailableoptions demotepresentmanagingpartnerswhosecurrentandfutureworkcapabilitydoesnotmeasureuptonewlydefinedstandardsinitiateafollow upassessmentfocusedonatargetpopulationofpartnerswithpotentialtobecomemanagingpartners Copyright LaskeandAssociatesLLC 2002 Example2 TeamSynergyMetricofapharmaceuticalcompanywithgoodcapabilitypotential TeamSynergyCapabilityMetric Adherence STANDARD Missing RISK Exceeding POTENTIAL FuturePotentialCapability CurrentAppliedCapability Dev Level Dev Potential ChangeFlexibility SystemicThinking SelfConduct TaskFocus Interpers Perspective EnergySinks Copyright LaskeandAssociatesLLC 2002 1 0 1 0 CDREM Index PresentState FutureState Unusedcurrentpotential High LevelSummaryforTeamSynergy Copyright LaskeandAssociatesLLC 2002 ACapabilityMetricFacilitates Copyright LaskeandAssociatesLLC 2002 1 ApplicationsforVentureCapital2 MergerandAcquisitionDecisions3 Re VisioningofOrganizationalStrategy4 ChangeManagementInitiatives5 HumanCapitalReadinessReports6 RestructuringofRewardSystems7 OutsourcingDecisions8 AutomationandWebTransferDecisions9 ManagementDevelopmentPrograms10 EmployeeDevelopmentPrograms11 CultureClimateEnhancement12 InternalBusinessProcessEnhancement13 CustomerRelationsEnhancement Following UpCapabilityAssessments Results FollowingupassessmentsenablescomparisonsagainstabaselineestablishedbytheinitialcapabilitymetricFollowupdeliversinsightintotheeffectivenessofdevelopmentalprogramsforallthreeaspectsofcapabilityTiming CurrentandfuturepotentialisfollowedupannuallyCurrentappliedcapabilitycanbefollowedupinperiodsshorterthanayear Copyright LaskeandAssociatesLLC 2002 PartIII Copyright LaskeandAssociatesLLC 2002 WrapUp WhatCDREM Delivers CDREM isatoolforcalibratingthequalityofhumancapitalinorganizationsintermsofworkcapabilityCDREM providesaCapabilityMetricdetailingpresent near future andfar futureworkcapabilityAcapabilitymetricrevealsthehiddenpotentialofacompany sworkforceFindingsinaCapabilityMetricheightentherealismofstrategicdecisionmakingatthehighestlevelofmanagement Copyright LaskeandAssociates LLC 2002 ACapabilityMetricScoresHidden CompanyIntelligence Copyright LaskeandAssociatesLLC 2002 Competencies StrategicAlignment Motivation CulturalClimate TeamIntegration Leadership Developmental long term Potential Behavioral short term Potential FinancialPerspective CustomerPerspective InternalProcessPerspective WorkCapability EnablerIntelligence SelectedBenefitsofCapabilityAssessment ACapabilityMetric isbasedonobjective social science standardsofworkcapabilityinorganizationsiscustomizedtocurrentcompanystrategyextendsthetimewindowoncapabilityintothefuturestrengthensandbroadenstheroleoftheHRDirectora