Trends, Products, and Best Practices to Help You Create a Work Made Human Experience

HR and the Information Agenda

Mike Prizament
Product Marketing Director

Human resources leaders are more sophisticated than ever in how they use information to increase the business impact that talent, leadership, and culture have on their company. To add real strategic value to the company, HR expert, partner of the RBL group, and professor of business at the University of Michigan Dave Ulrich says HR leaders need to have a process for using information throughout the entire organization. 

In a Harvard Business Review webcast, Ulrich outlines his research and provides a framework for HR’s role in building and sustaining information as a fundamental organizational capability. Ulrich believes that to create a greater business impact, HR teams must identify, import, prioritize, disseminate, and leverage information with these six steps:

  1. Identify market information. HR must look outside the organization and determine how information such as regulatory changes or customer information will affect the company. One HR team that Ulrich mentions uses company training sessions to gather unstructured information about customers. 
  2. Import market information into the firm. Potential sources include analysts, investors, current and former customers, and suppliers. 
  3. Prioritize the information. Determine which information has low value and eliminate it from further consideration. 
  4. Disseminate organization-wide information. This effort should focus on what the firm wants customers to know about the organization. 
  5. Leverage information. The goal is to use information to support decision making and action. 
  6. Create an external brand. HR must cultivate a brand with external stakeholders. 

HR Capabilities to Impact the Business

In the webcast, Ulrich also shares his HR Competency Model as a guide to a more strategic HR organization. The model is based on how HR’s various skills can be grouped into three broad categories for improved business impact. Many of the skills may be nontraditional skills and terminology in the HR world, but the webcast goes a long way to explaining the meaning and impact they all have on business.

  1. Organizational Enablers: Culture and Change Champion, Human Capital Curator, Total Reward Steward
  2. Core Competencies: Strategic Positioner, Paradox Navigator, Credible Activist
  3. Delivery Enablers: Compliance Manager, Analytics Designer and Interpreter, Technology and Media Integrator

HR Competency Model

HR leaders must take the lead in leveraging the information agenda to add value and drive business results. Watch this on demand webcast to help transform your HR organization into one that embraces data and information to make better business decisions. 


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