HR programs and practices must be applied where they make the biggest impact: at the pivotal elements of talent and organization. Examples are HR programs and practices for Disney sweepers.
- How is the HR strategy in your organization described?…Often, it is only a long list of HR programs,…like performance-based rewards, on-demand training,…rigorous selection and leadership development.…Typically, HR's performance is measured…only by how such programs work.…If we trained employees, did they learn?…If we give recruits a knowledge test,…are new hires more knowledgeable?…If we give employees a bonus, do they try harder.…
A better HR strategy would target HR programs…where they have the greatest impact.…The vital question is, where does better training,…better recruitment, and bigger bonuses…have the biggest impact?…This question focuses on what's pivotal.…That's the key to creating more strategic…and pivotal HR programs and practices.…Do you remember the story about the Disney sweepers…who create pivotal impact when they stop sweeping…and help park guests find shady spots to view the parade?…The pivotal HR programs will be the ones…that improve sweepers helping guests.…
What might those programs be?…
- 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.