by Brad Power, Harvard Business Review
You might think that the corporate human resources function doesn’t have much of a role in improving business processes, such as product development, operations, customer service, or distribution. But I’ve found that it does. HR can propel or inhibit process improvement because it has an outsized influence on people: how they are recruited, rewarded, and developed. In organizations like IBM, Lowe’s, and Harvard Vanguard where HR has accelerated change, it has emerged from its compliance and administrative focus to make bold changes in spite of regulations, bureaucratic entanglements, and other barriers.
As I explained in my last post, IBM‘s corporate HR function was instrumental in the company’s strategy of standardizing and integrating processes globally. It developed “Global Enablement Teams” that brought marketing experts from mature IBM country units to help IBM businesses in developing countries. In a post about Lowes, the $49 billion home improvement retailer, I described how Cedric Coco, senior vice president of learning and organizational effectiveness, quickly united his group with the firm’s internal performance improvement team when he joined in 2008. And I also described how HR at Harvard Vanguard Medical Associates, a large Boston-area physician group, has changed how they recruit, orient, reward, and develop people to fit with their “care improvement” activities.
To read more, visit http://blogs.hbr.org/cs/2012/01/hallmarks_of_hr_chiefs_who_pro.html.
You must be logged in to post a comment.
Highlights of 2016 HRO Today Forum
iReporter Forum Recap with Johnny Campbell of Social Talent
HRO Today Forum Twitter Feed
Welcome to Allegis Global, Sponsor
Welcome to Cielo, Sponsor
Randstad Talent Trends Report
Welcome to WilsonHCG, Sponsor
HRO Today Forum 2015 Highlights
HRO Today Forum 2014 Highlights
The HRO Today Forum brings together leading thinkers and practitioners to share best practices and build relationships that improve the services of HR. Delegates include the leaders of HR and HR operations, recruitment and talent, change management, payroll and learning from large and midmarket companies. Sponsors include the most prominent providers, technology firms, and advisors in HR outsourcing, technology, and consulting firms.