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HR Transformation: Building Human Resources From the Outside In 1st Edition

4.7 out of 5 stars 28 customer reviews
ISBN-13: 978-0071638708
ISBN-10: 0071638709
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Editorial Reviews

About the Author

Dave Ulrich is an author, speaker, management coach, and consultant.
Wayne Brockbank is a Clinical Professor of Business of the Strategic Human Resource Planning Program at the University of Michigan's Ross School of Business.
Jon Younger career has been a mix of consulting, executive management and HR leadership.
Justin Allen is the Managing Director of The RBL Institute and a consultant with the firm.
Mark Nyman
is a Principal with The RBL Group.
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Product Details

  • Hardcover: 256 pages
  • Publisher: McGraw-Hill Education; 1 edition (July 13, 2009)
  • Language: English
  • ISBN-10: 0071638709
  • ISBN-13: 978-0071638708
  • Product Dimensions: 6.3 x 0.9 x 9.3 inches
  • Shipping Weight: 1.2 pounds (View shipping rates and policies)
  • Average Customer Review: 4.7 out of 5 stars  See all reviews (28 customer reviews)
  • Amazon Best Sellers Rank: #197,018 in Books (See Top 100 in Books)

Customer Reviews

Top Customer Reviews

By Robert Morris HALL OF FAMETOP 500 REVIEWERVINE VOICE on August 6, 2009
Format: Hardcover
I have read and reviewed all of the other books that Dave Ulrich has authored or co-authored and consider this one to be his most informative and most valuable thus far. Written in collaboration with Justin Allen, Wayne Brockbank, Jon Younger, and Mark Nyman, Ulrich and his RBL associates offer what they characterize as "a handbook for HR transformation" in which they synthesize and summarize everything they have learned about it. Specifically, what a transformation is and what it requires; what it isn't; what works, what doesn't, and why; how to plan it; how to mobilize the resources needed (especially people); how to launch it; how to measure progress throughout the transformation initiatives; and how to apply the lessons learned to sustain a constant refinement of what HR is and does to increase its impact and value.

Here is a brief excerpt from the Introduction: "Simply stated, we propose that the biggest challenge for HR professionals today is to help their respective organizations succeed." Obviously, to accomplish this worthy objective, the authors correctly assert that there are certain factors that must be present. Here are three:

1. It is imperative that the HR professionals themselves recognize the authenticity of this challenge and not only accept but embrace it as a unique opportunity for their own development but also for what the transformation will enable their organization to accomplish.

2. It is even more important that senior managers recognize the need for the transformation and commit to its completion whatever resources that may require. They must also be patient. Change initiatives worthy of the name are messy, complicated, unpredictable, and sometimes stalled temporarily.
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Format: Hardcover
Time and again, we have the world of HR being revisited - in the hope that we discover something new. That the effectiveness of HR is not going to be co-related to the HR Leader in that organization or that transactional focus is IT! Jokes apart, this book does raise the bar and the level of insight it provides to us.

It is very specific, and helpful in terms of ensuring that HR is linked, derived from and responsive to the business it serves. One has to be a careful reader, as one could miss a gem like' Simply stated, we propose that the biggest challenge for HR professionals today is to help their respective organizations succeed' Or the fact that a HR function needs to be able to answer the following questions "Who are we? What do we deliver? And, why do we do it?" - for it to have any hopes of survival or earn the basic modicum of credibility in today's business context.

I'm particularly thrilled that the authors dedicate a little bit to what they call - "Contribution" - as a part of what drives the understanding of talent (Talent = Competence x commitment x Contribution). It's about helping employees find meaning in the organization where they spend most of their waking time - in the context that the same meaning used to be provided by family, neighbourhoods, hobby groups and religious affiliations.

As a practicising HR Professional, I get some inspiration as to what a really comprehensive HR function would look like. As well as the extremely useful multi-media tools provided.

What leaves me a little cold, is I wonder if the context is truly global. Whether the recommendations and approach will work in a world where the dominance of historical markets is starting to shift.
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Format: Hardcover Verified Purchase
As a Human Resource Professional, whether you are an Individual Contributor, a Manager, Director, or VP; if you feel you are not being respected as a strategic partner in your company, this book will show you how to think and behave differently to transform your HR to create value. This book and the accompanying tools will guide you toward a solid understanding of what is needed to make a transformation from "doing" HR to being a full partner in the business.
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Format: Hardcover
Is your company's human resources operation a true "business partner" that makes a major contribution to your bottom line? Or does it merely fulfill the daily tasks of hiring, firing and paying your employees? If the latter, don't worry - that can change. So say the human resources experts who founded the RBL Group and the RBL Institute, a consultancy and an educational organization dedicated to helping HR leaders attain new levels of professionalism. Using the institute's tools and tactics, you can "transform" your human resources department into a valued, knowledgeable and contributing member of your corporate team. While you don't have to be a human resources professional to benefit from this book, its HR-speak presents a pretty dense thicket that might daunt a novice. Nevertheless, getAbstract suspects that dedicated professionals will find valuable strategic knowledge here that makes the effort worthwhile.
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Format: Hardcover
Named as BusinessWeek's #1 Management Educator, expert Dave Ulrich and his team of authors bring human resources a whole new way of thinking and practicing—moving the focus from internal issues to actively helping to set business strategies.
Businesses of the future need "all hands on deck" when implementing new ways to stimulate grown and cost efficiency, and this includes human resources.
In HR Transformation, the team presents a 4-phase model of transformation that shows step-by-step how to make meaningful progress in contributing to the performance of company by redesigning HR to work as a strategic partnership.
With the aim of HR being to help their organizations succeed, the authors have structured their views and advice into eight chapters referenced under their four phases of transformation as mentioned earlier: (1) Business Context, (2) Outcomes, (3) HR Redesign (including how to ‘do transformation’ and upgrade HR professionals), and (4) HR Accountability.
The remainder of the book is written by company personnel who offer their experiences of HR transformation in their businesses. Four businesses are covered: Flextronics, a large electronics manufacturing services business; Pfizer, a large pharmaceutical company; Intel, the large semiconductor company; and Takeda Pharmaceuticals North America, a large division of the global Takeda Pharmaceutical Company Limited.
The case studies help readers see which aspects of the transformation advice in the first eight chapters were most useful for the four business’ circumstances.
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