如何强化ceo视角的人力资源价值.pptVIP

通过能力与业务战略匹配,强化CEO视角的人力资源价值Enhancing HR Value to the CEO: Strategies for Matching Strategy to Capability Performance is Based on Capability Part II:Building and Using a Capability Metric Opening a Time Window on Work Capability Capability Is Measured in Three Time Dimensions Capability is measured in terms of variables defining people properties (sometimes called ‘meta-enablers’) In CDREM?, variables together form an index An index is specific to a particular enabler, such as leadership or team synergy Each enabler is measured in three different but interrelated time dimensions of capability: current applied, current potential, and future potential. How CDREM? Works Structuring a Representative Sample Indexes and Their Capability Standards A CDREM? ‘Index’ is entirely customizable; it refers to any aspect of capability HR decides to measure An index measures capability levels with a focus on a particular enabler (e.g. leadership) An index is composed of a set of pertinent variables each of which is associated with a standard (customized to company strategy and HR concerns flowing therefrom) CDREM? capability standards derive from current social science research Each index measures all three time dimensions of work capability: current applied, current potential, and future potential capability. High-Level Summary for Leadership Actionable Detail, Example High-Level Summary for Team Synergy Copyright Laske and Associates LLC, 2002 Capability Indexes are Composed of Meta-Enablers Measuring Capability Levels Six Classes of of Meta-Enablers Any number of customized indexes 25 Capability Criteria Future Capability Current Capability Copyright ? Laske and Associates, LLC, 2002 Customized to Company Strategy Example: Variables of a Leadership and Change Flexibility Index Developmental level (16 levels) Developmental potential and risk Strength of complexity awareness (transformational capacity) Strength of systems thinking Self conduct self concept flexibility