Summary of Dave Ulrich, David Kryscynski, Wayne Brockbank & Mike Ulrich's Victory Through Organization

By IRB Media

Please note: This is a companion version & not the original book. Book Preview:

#1 The evidence that shows why HR matters for business outcomes comes from many different sources. For example, investors are now aware of leadership capital as part of their investment decision making.

#2 The HR profession is undergoing major transformation. HR leaders are increasingly referring to the customers of their business, not just the employees inside their organization.

#3 HR has expanded from a primarily talent management role to an organization focus that examines workplace as well as workforce, work processes as well as people, and organization capabilities as well as individual competencies.

#4 To respond to these expectations and opportunities, HR professionals must acquire new competencies and HR departments must focus on the right activities.

• Language: English
• Publisher: IRB Media
• Release date: May 24, 2022
• ISBN: 9798822526037

IRB Media

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Insights on Dave Ulrich, David Kryscynski and Wayne Brockbank & Mike Ulrich's Victory Through Organization

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 3

Insights from Chapter 4

Insights from Chapter 1

#1

The evidence that shows why HR matters for business outcomes comes from many different sources. For example, investors are now aware of leadership capital as part of their investment decision making.

#2

The HR profession is undergoing major transformation. HR leaders are increasingly referring to the customers of their business, not just the employees inside their organization.

#3

HR has expanded from a primarily talent management role to an organization focus that examines workplace as well as workforce, work processes as well as people, and organization capabilities as well as individual competencies.

#4

To respond to these expectations and opportunities, HR professionals must acquire new competencies and HR departments must focus on the right activities.

#5

A business leader whose company operated in more than 80 countries asked us how he could make sense of and respond to the changes happening within the countries he visited. We suggested that he use a framework of six categories to understand how contextual changes affect how businesses operate: social, technological, environmental, political, economic, and demographic.

#6

The VUCA model is used to describe the four processes of change: volatility, uncertainty, complexity, and ambiguity. HR professionals can help business teams feel less threatened by and more able to respond to external changes by facilitating structured dialogues around these external trends.

#7

The context, processes, and stakeholder expectations define the environment in which HR must operate. The more relevant HR is, the more it can help the company succeed.

#8

The playing field, the pace at which games are played, and the stakeholders who make up the game all change. These changes in external context also affect how people respond when playing the game.

#9

The six societal affective trends are: immediacy, in-group labeling, in-group favoritism, negative intensity, isolation, and indifference. They define how individuals live and have the potential to undermine and destabilize organizations.

#10

The ideas in this book will help shape the HR profession. In Part I, we discuss societal forces that increase HR relevance and introduce the research that will help HR departments and HR professionals deliver more value.

#11

HR leaders have imparted their personal views about what HR must