Aurélie Crégut’s Post

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer

Dave Ulrich is excited about what he calls “Human Capability”, which introduces two main agendas. 1 - First, adopting an “outside-in” perspective. Instead of crafting HR plans by looking in a mirror, we should look through a window at the external world, focusing on our customers. When he asks HR professionals who their customers are, many say employees. But actually, the customers are the company's customers. The biggest objective of HR isn't just about things like compensation, training, staffing, or employee engagement; it's about achieving success in the marketplace. Without success there, there's no workplace to speak of. So, to HR professionals, don't start business meetings with your HR programs. Begin with the needs of the company's customers and investors, showing how HR adds value to those areas. HR's purpose is to foster success in the marketplace. 2 - We need a better understanding of what we bring to the table in HR. Dave’s background in taxonomy - the science of simplifying complex ideas - has taught him to focus on the essentials. In HR, he says we contribute through talent (everything related to people like hiring, training, and engagement), organization (our capacity for change, innovation, and collaboration), and leadership (how we govern HR). This evolution from personnel management to human capability, with a focus on external value and simplifying our approach through talent, organization, and leadership, outlines the direction he believes the field is headed. Link to the full episode in the comments. #HR #humanresources #podcast #HRpodcast #peopleleader #peopleteam #peopleops #peopleoperations #headofpeople #headofhr #vpofpeople #vphr #CHRO #chiefpeopleofficer