Learn three fundamental pillars of strategy and how to ask questions that unearth them. What defines sustainable strategic success? It's about being different, being protectable, and creating returns.
- See if your organization fits any of these patterns.…Some organizations define strategy in broad, visionary terms…like "Change the world by improving the lives…"of our customers, employees, and society."…Others define strategy with products and services, such as…"Be the most innovative, efficient, and high-quality…"provider of our products and services."…still others define strategy with economic goals such as…"Achieve double-digit revenue and profit growth…"over the next decade."…These are powerful statements that can foster…a sense of purpose, establish your brand…among employees and customers,…and offer financial benchmarks for investors.…
But, they're not precise enough to guide your HR strategy…and your investments in people.…Such general statements are really visions, not strategies.…They don't describe your specific…strategic choices and priorities.…They're too vague to help workers and leaders…precisely find their pivotal role…in your organization's strategic success.…The way you can tell when a vision statement…
- Arrange the questions of HR strategy in order of importance.
- Define “pivotal” within the context of the course.
- Identify three key questions that help clarify and focus organizational strategy.
- Define the term “bottleneck.”
- Name four characteristics a person might have that supports improved work performance.
- Explain the importance of an HR budget that aligns with HR strategy.
- Describe the three energy profiles and how they can be used to create a balance in HR strategy.