Creating a winning culture: next step for leading HR professionals

2016 ◽  
Vol 15 (2) ◽  
pp. 51-56 ◽  
Author(s):  
Dave Ulrich ◽  
Wayne Brockbank
Keyword(s):  
Employee Engagement ◽  
Human Resource ◽  
Business Performance ◽  
Design Methodology ◽  
Organization Culture ◽  
Random Set ◽  
Human Resource Professionals ◽  
Content Type ◽  
Business Results ◽  
The Right

Purpose This paper aims to answer the why, what and how of culture as an emerging human resource agenda. Understanding culture is a trending topic for organization executives and thought leaders. Few deny the importance of culture for shaping and sustaining employee engagement and productivity, sustained strategy and business results. But while culture matters, it is often ambiguous and hard to define. Design/methodology/approach Based on our research on over 1,000 organizations, the authors have found that organization (culture) impacts business performance two to four times as much as individual talent. Findings The authors suggest that culture is not just a random set of values, beliefs or emotions, but a winning culture turns customer promises (firm brands) into internal organization actions. This paper proposes a disciplined process for creating a winning culture that engages employees in the right issues and invite human resource professionals to step up to this opportunity. Originality/value In this paper, the authors posit that the war for talent may be supplemented by understanding victory through organization culture.

From war for talent to victory through organization

2015 ◽  
Vol 14 (1/2) ◽  
pp. 8-12 ◽  
Author(s):  
Dave Ulrich
Keyword(s):  
Design Methodology ◽  
Team Sports ◽  
Organization Culture ◽  
Line Managers ◽  
Content Type ◽  
The Past ◽  
Winning Team ◽  
The Right ◽  
War For Talent

Purpose – The purpose of this paper is to show that the human resource (HR) focus on “talent” has dominated the profession for the past 15 to 20 years. Much of this work draws on the research from the excellent study and book called The War for Talent. In this paper, the author proposes that victory (from any war) does not come from talent alone, but from the organization. Organization is defined as capabilities, or what an organization is known for and good at, and culture, which is a key capability. When HR professionals deliver both talent and organization, they build sustainable success that leads to victory. Design/methodology/approach – This paper offers a perspective on shifting HR focus from an exclusive emphasis on talent to one on talent and organization. The author gives many examples of where great individual talent does not lead to long-term success (e.g. in most team sports, the leading scorer is on the winning team about 20 per cent of the time). Findings – Once one identifies organization as a source of long-term success, it is critical to operationalize organization into a series of conscious choices. The paper defines culture as a key capability (along with other possible capabilities of speed [agility, flexibility, responsiveness and change], innovation, collaboration, efficiency and so forth). The author identifies specific wars that HR professionals and line managers can diagnose that create the right organization. Originality/value – Many have talked about parts of organization (culture, climate, systems, process, etc.). The author offers an original way to define organization capabilities and culture.

Why a feedback culture will transform your business

2015 ◽  
Vol 29 (6) ◽  
pp. 10-12
Author(s):  
Gary Cole
Keyword(s):  
Business Performance ◽  
Design Methodology ◽  
Organizational Context ◽  
Professional Experience ◽  
Content Type ◽  
Practical Advice ◽  
Individual Level ◽  
Effective Feedback ◽  
Feedback Culture ◽  
The Right

Purpose – Establishing a feedback culture can transform a business but only if feedback is defined in the right way and given and received constructively in pursuit of individual, team and company goals. This paper provides practical advice on how to establish an effective feedback culture. Design/methodology/approach – This was written from professional experience. Findings – The very essence of the term “feedback” is a key function to meeting (and possibly exceeding) the goal(s) of your business. In an organizational context, this must mean that all individuals and teams should seek and receive feedback about their progress toward the organizational goal(s), in additional to their team goal(s). Furthermore, when this is cascaded down and managed superbly and consistently at an individual level, the power of a feedback culture will drive and maintain outstanding business performance. Originality/value – Practical advice on how to establish and maintain a highly effective feedback culture in organizations.

Employee engagement for millennials: considering technology as an enabler

2019 ◽  
Vol 33 (1) ◽  
pp. 9-11 ◽  
Author(s):  
Nivedita Jha ◽  
Puja Sareen ◽  
Rama Krishna Gupta Potnuru
Keyword(s):  
Employee Engagement ◽  
Human Resource ◽  
Design Methodology ◽  
Content Type ◽  
Face To Face ◽  
Practical Implications

Purpose The paper aims to highlight the challenges of engaging millennial workforce and proposing strategies to address this challenge. Design/methodology/approach It is a viewpoint paper that reflects the opinions of human resource (HR) practitioners across industries in India. The views were gathered through telephone and face-to-face interaction with the practitioners. Findings Harnessing technology appropriately can help managers gain overall engagement of millennial workforce in the organization. Practical implications HR practitioners can manage their millennial workforce better if they understand their characteristics and expectations. Originality/value The originality of this paper is that it identifies technology as a hindrance as well as an advantage to engage millennials. It suggests how technology can be harnessed to keep millennials engaged in the workplace.

Learning-path types, motives and strategies: an analysis of empirical research in occupations in The Netherlands

2018 ◽  
Vol 32 (5) ◽  
pp. 36-39
Author(s):  
Kelly Dutton
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Reading Time ◽  
Human Resource Professionals ◽  
Learning And Development ◽  
Content Type ◽  
Learning Path ◽  
Pertinent Information ◽  
Learning Paths ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings In today’s workplace, employees are taking responsibility for their own learning and development. The learning paths they take are often strategically motivated and directed, as opposed to simply provided and planned by human resource professionals. Some learning-path types can be found specific to certain occupations, while learning-path strategies and motives can be found in employees regardless of occupation. For successful learning, individual learning paths must be recognized and it is also necessary to consider a specific occupational context. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

E-procurement in small and medium sized enterprises; facilitators, obstacles and effect on performance

2019 ◽  
Vol 27 (2) ◽  
pp. 839-866
Author(s):  
Cristóbal Sánchez-Rodríguez ◽  
Angel Rafael Martínez-Lorente ◽  
David Hemsworth
Keyword(s):  
Business Performance ◽  
Design Methodology ◽  
Top Management ◽  
Process Performance ◽  
Management Support ◽  
Content Type ◽  
Procurement Process ◽  
Top Management Support ◽  
Strategic Purchasing ◽  
Practical Implications

Purpose The purpose of this paper is to analyze e-procurement in small and medium-sized enterprises (SMEs) and its relationship with top management support, IT obstacles and strategic purchasing and the effect of e-procurement on performance (procurement performance and business performance). Design/methodology/approach The hypotheses were tested using a sample of 199 managers from SMEs in manufacturing. Findings The results indicated a significant relationship between e-procurement in SMEs and top management support, IT obstacles and strategic purchasing. Similarly, the authors found a positive relationship between e-procurement and procurement process performance and business performance. Practical implications The findings stress to SME managers, the need to pay attention to top management support, IT obstacles and strategic purchasing when implementing e-procurement. Similarly, it provides evidence of the benefits of e-procurement on procurement process performance and business performance. Originality/value This study fills a gap in the literature regarding e-procurement in SMEs and its impact on performance. SMEs constitute a significant part of today’s economies and e-procurement can significantly impact the performance of these organizations.

Is culture change a fad? Driving business results at Penna, ten years on

2014 ◽  
Vol 13 (3) ◽  
pp. 123-126
Author(s):  
Bev White ◽  
Gary Browning ◽  
Javier Bajer
Keyword(s):  
Culture Change ◽  
Design Methodology ◽  
Organizational Context ◽  
Longitudinal Case Study ◽  
Content Type ◽  
Business Results ◽  
Sustainable Culture ◽  
Systemic Interventions ◽  
Successful Business

Purpose – Ten years ago Penna, the global HR services group, needed a radical business and culture re-invention if it was to survive. This article aims to tell the story behind Penna's journey and describe how a sustainable culture change intervention became the cornerstone of a successful business. Design/methodology/approach – This case study is the result of an initial ethnographical research followed by concrete and systemic interventions. Findings – The case study identifies four elements that sustained the business impact of a culture change program over a significant period of time. Originality/value – This longitudinal case study follows a culture change program in an organizational context over a period of ten years.

Establishing a benchmark for continuous HR improvement

2016 ◽  
Vol 24 (1) ◽  
pp. 1-3
Author(s):  
Claire Clifford
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource ◽  
Design Methodology ◽  
Response Rate ◽  
Leadership Communication ◽  
Content Type ◽  
Corporate Social

Purpose – This paper explains how Sabio approached benchmarking of their overall human resource (HR) performance. Design/methodology/approach – Sabio asked employees for feedback, achieving an impressive 92 per cent response rate. Findings – Feedback from employees highlighted issues around leadership, communication and corporate social responsibility. The article explains how Sabio addressed these issues. Originality/value – This paper gives a first-hand account of benchmarking for HR departments and how the company addressed the issues raised.

The ethic of care: an HR strategy to address obesity in the workplace

2018 ◽  
Vol 26 (2) ◽  
pp. 12-15
Author(s):  
Leon C. Prieto ◽  
Babita Mathur-Helm ◽  
Kasey N. Dawson
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Ethic Of Care ◽  
Content Type ◽  
Care Approach ◽  
Hr Strategy

Purpose This paper aims to highlight an ethic of care approach human resource (HR) departments can use to address obesity in the workplace. Design/methodology/approach This paper is prepared by experts who add their unbiased views to a very pertinent topic. Findings This paper focused on an ethic of care approach to addressing obesity in the workplace and provides advice that HR departments can adopt to address this issue. Originality/value This paper addresses a pertinent topic in a succinct manner that saves time for practitioners and scholars alike. This paper addresses the topic of obesity in the workplace which is of a growing concern worldwide.

Revitalising Waqf (endowment) lands for agribusiness: potentials of the anchor company models

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Norfaridah Ali Azizan ◽  
Amirul Afif Muhamat ◽  
Sharifah Faigah Syed Alwi ◽  
Husniyati Ali ◽  
Amalia Qistina Casteneda Abdullah
Keyword(s):  
Household Income ◽  
Design Methodology ◽  
Potential Role ◽  
Islamic Law ◽  
Living Condition ◽  
Previous Literature ◽  
Content Type ◽  
Muslim Countries ◽  
The Right

PurposeWaqf (endowment) lands constitute as among the highest types of waqf (endowment) properties in Malaysia; yet it is still unable to reach its maximum potential due to various challenges such as capital, location, legal and administrative issues. Therefore, this study intends to explore these issues by focussing on the two states in Malaysia (Selangor and Perak) that have fertile lands but different management authorities.Design/methodology/approachThere were series of interviews that had been conducted with ten (10) key informants who are experts and practitioners in the areas of Shariah (Islamic law), farming, agribusiness, land management and waqf.FindingsFindings exhibit that constraints and challenges that had been highlighted in the previous literature still exist (although some improvements had been made), but there is emerging theme that the study intends to highlight which is on the needs to secure market for the agribusiness produce and the potential role of anchor company in the agribusiness. It is pertinent that for agribusiness to thrive, selecting the right anchor company that has the capacity to address the challenges is necessary. This study posits two anchor company models (Waqf Trustee-Anchor Company and Waqf Trustee-Anchor Company-Community Farmers) that can be applied for agribusiness on the waqf lands.Research limitations/implicationsThis study is based on the Malaysia's context influenced by specific country's features. Nevertheless, such findings can still be used as reference or benchmark by other endowment trustees in other countries especially for the Muslim countries as well as the non-Muslim countries that have significant Muslim populations.Social implicationsThe suggested models have potentials to improve the living condition of the B40 (below 40% household income) in Malaysia because the models encourage their participation in the agribusiness activities.Originality/valueThis study focusses on the agribusiness, which is rarely being given attention in previous literature in the context of endowment lands. Therefore, this article bridges the literature gap and at the same time attempts to provide suggestion to address the pertinent issue – the underutilised endowment lands.

Developing human resource for the digitization of logistics operations: readiness index framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anchal Gupta ◽  
Rajesh Kr Singh ◽  
Shivam Gupta
Keyword(s):  
Fuzzy Ahp ◽  
Organizational Factors ◽  
Organization Culture ◽  
Management Support ◽  
Analytic Hierarchy ◽  
Content Type ◽  
Top Management Support ◽  
Logistics Company ◽  
The Right ◽  
Hierarchy Process

PurposeThe purpose of this study is to identify factors that are important for logistics organizations from the perspective of manpower readiness for digitization of logistics operations. The study also prioritizes the identified factors and also evaluates the readiness index of manpower for the digitalization of logistics processes.Design/methodology/approachThe factors for manpower readiness are identified through literature review and analysis of a case study. Three major categories of factors are identified. These are organizational, behavioural and technological factors. Under these three major categories of factors, 18 sub-factors are identified. Thereafter, with experts' inputs, the factors are prioritized using Fuzzy analytic hierarchy process (AHP). Further, a case illustration of an Indian logistics company has been taken to understand the current processes, technical capabilities, manpower skills and organization culture. After the case analysis and expert inputs, the manpower readiness index has been evaluated by using graph theory matrix approach (GTMA).FindingsThe prioritization of manpower readiness factors has been done using Fuzzy AHP. Organizational factors are found to be the most important factors which require quick attention. Sub-factors that are most important for building competencies in the logistics sector are providing the right training on functional skill development (0.129), top management support and commitment for digitalization (0.117), and organizational culture for process digitalization (0.114), etc. Finally, framework for evaluation of manpower readiness index for logistics operations in the digital age has been illustrated for a case company.Practical implicationsIndian logistics companies can benchmark their readiness index with respect to the best in the industry. Based on the readiness index, logistics companies can analyse their position, gaps from best and worst and can also identify potential areas for improvement.Originality/valueThe novelty of the study lies in the development of a framework for manpower readiness for digitalization in the logistics sector. In literature, this field is very less researched and provides the scope for developing strategies for improving manpower competencies for Industry 4.0. Logistics companies can improve their performance by making their manpower ready based on results obtained for readiness index.

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