Last week, I shared five HR operating model resources to help HR leaders identify opportunities to enhance value delivery through their HR model. While HR operating models contribute to HR effectiveness, multiple factors underlie the creation of HR value. But which factors hold the most significance?
This 42-page playbook from the RBL Institute offers a comprehensive review of the factors that drive HR effectiveness. It encompasses important topics such as:
- HR Stakeholders. Figure 2 outlines seven internal and external stakeholders (such as the Board of Directors, Customers, Employees, Communities) that HR serves, outlining their expectations regarding human capability initiatives that gauge HR’s effectiveness.
- Nine Dimensions of HR Effectiveness. Figure 9 encompasses diverse dimensions of HR functional excellence (e.g., HR reputation, HR purpose, HR design), forming the basis of the rationale for HR value.
- The Impact of Each Dimension. Figure 10 illustrates the comparative influence of the nine dimensions on five stakeholder groups.
- Diagnostic Questions. Figure 16 presents diagnostic questions for evaluating existing HR effectiveness across each dimension.
The resources and frameworks presented in this playbook equip HR leaders with a research-backed way to assess their HR functions’ current effectiveness and pinpoint actions that can generate stakeholder value. (Note. This playbook is being shared with permission from Dave Ulrich. You can also check out Dave’s abridged version of this playbook on LinkedIn).
