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? Here are a few examples. Reward and recognition programs would include higher bonuses for sweepers who get high guest ratings or testimonials. Training and development programs would include classes on service skills and tests to ensure masterful knowledge of the park attractions, retail stores, and even restrooms. Staffing programs would include recruiting sweepers from top-tier service organizations, comedy clubs, and acting classes, and selection tests that simulate difficult customer interactions.
Focusing HR programs where they are pivotal creates greater strategic impact than spreading HR programs like peanut butter by offering similar programs and practices to all employees. Choose a job in your organization. Identify what is the most pivotal thing that workers in that job do? Now, devise a specific HR program, such as rewards, training, or staffing, that would improve that pivotal performance.
- Asking the right questions
- Focusing on what is pivotal
- Defining sustainable strategic success
- Finding bottlenecks
- Pivotal talent attributes and HR deliverables
- Strategic HR investments
- HR measurements and analytics