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HBR's 10 Must Reads on Reinventing HR (with bonus article "People Before Strategy" by Ram Charan, Dominic Barton, and Dennis Carey) Paperback – June 11, 2019
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How HR can lead.
If you read nothing else on reinventing human resources, read these 10 articles. We've combed through hundreds of Harvard Business Review articles and selected the most important ones on how HR leaders can partner with the C-suite, drive change throughout the organization, and develop the workforce of the future.
This book will inspire you to:
- Overhaul performance management practices to jump-start motivation and engagement
- Use agile processes to transform how you hire, develop, and manage people
- Establish diversity programs that increase innovation and competitiveness as well as inclusion
- Use people analytics to bring unprecedented insight to hiring and talent management
- Prepare your company for the double waves of artificial intelligence and an older workforce
- Close the gap between HR and strategy
This collection of articles includes: "People Before Strategy: A New Role for the CHRO," by Ram Charan, Dominic Barton, and Dennis Carey; "How Netflix Reinvented HR," by Patty McCord; "HR Goes Agile," by Peter Cappelli and Anna Tavis; "Reinventing Performance Management," by Marcus Buckingham and Ashley Goodall; "Better People Analytics," by Paul Leonardi and Noshir Contractor; "21st-Century Talent Spotting," by Claudio Fernandez-Araoz; "Tours of Duty: The New Employer-Employee Contract," by Reid Hoffman, Ben Casnocha, and Chris Yeh; "Creating the Best Workplace on Earth," by Rob Goffee and Gareth Jones; "Why Diversity Programs Fail," by Frank Dobbins and Alexandra Kalev; "When No One Retires," by Paul Irving; and "Collaborative Intelligence: Humans and AI Are Joining Forces," by H. James Wilson and Paul R. Daugherty.
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Print length208 pages
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LanguageEnglish
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PublisherHarvard Business Review Press
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Publication dateJune 11, 2019
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Dimensions5.5 x 0.8 x 8.2 inches
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ISBN-101633697843
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ISBN-13978-1633697843
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- Publisher : Harvard Business Review Press (June 11, 2019)
- Language : English
- Paperback : 208 pages
- ISBN-10 : 1633697843
- ISBN-13 : 978-1633697843
- Item Weight : 2.31 pounds
- Dimensions : 5.5 x 0.8 x 8.2 inches
- Best Sellers Rank: #849,363 in Books (See Top 100 in Books)
- #1,993 in Human Resources & Personnel Management (Books)
- #7,109 in Business Management (Books)
- #9,052 in Leadership & Motivation
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Harvard Business Review Press is a leading global book publisher and a division of the Harvard Business Review Group. HBR Press publishes for the general, professional, and academic markets on the topics of leadership, strategy, innovation, and management. Recent bestselling titles include HBR's 10 Must Reads on Managing Yourself, Playing to Win, A Sense of Urgency, Leading the Life You Want, Conscious Capitalism, The Founder’s Mentality, HBR’s 10 Must Reads on Mental Toughness, and The First 90 Days.
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In all of the volumes in the HBR 10 Must Read series that I have read thus far, the authors and their HBR editors make skillful use of several reader-friendly devices that include “Idea in Brief” and “Idea in Action” sections, checklists with and without bullet points, boxed mini-commentaries (some of which are “guest” contributions from other sources), and graphic charts and diagrams that consolidate especially valuable information. These and other devices facilitate, indeed accelerate frequent review later of key material.
As indicated, there are eleven articles in the book, including one “bonus” classic: "People Before Strategy" by Ram Charan, Dominic Barton, and Dennis Carey. Those who read HBR's 10 Must Reads on Reinventing HR will be well prepared to "partner with the C-suite, drive change throughout the organization, and develop the workforce of the future."
More specifically, they will learn how to
o Overhaul performance management practices to jump-start motivation an engagement
o Use agile processes to transform how they hire, develop, and manage people
o Establish diversity programs that increase innovation and competitiveness as well as inclusion
o Use people analytics to bring unprecedented insight to hiring and talent management
o Prepare their company for the double waves of artificial intelligence and an older workforce
o Close the gap between HR and strategy
Here are three brief excerpts, shared to give you a sense of the thrust and flavor of the cutting-edge thinking in three articles.
First, in aforementioned "People Before Strategy," Ram Charan, Dominic Barton, and Dennis Carey observe:
"CEOs know that they depend on their company's human resources to achieve success. Businesses don 't create value; people do. But if you peel back the layers at the vast majority of companies, you find CEOs who are distracted from and often dissatisfied with with their chief human resources officers (CHROs) and the HR function in general. Research by McKinsey and the Conference Board consistently finds that CEOs worldwide see human capital as a top challenge, and they rank HR as only the eighth or ninth most important function in a company. That has to change."
They explain how and why specific changes must be made.
* * *
Then in "Better People Analytics, "Paul Leonardi and Noshir Contractor present a framework for understanding and applying relational analytics. "Drawing from our own research and our consulting work with companies, as well as from a large body of other scholars' research, we have identified six structural signatures that should form the bedrock of any relational analytics strategy." They are: Ideation, Influence, Efficiency, Innovation, Silos, and Vulnerability. They discuss each thoroughly.
"Once you understand the six structural signatures that form the basis of relational analytics, it's relatively easy to to act on the insights they provide. Often the fixes they suggest aren't complex: Set up cross-functional meetings, enable influential people, retain your [key people]."
* * *
And then in "Creating the Best Workplace on Earth," Rob Goffee and Gareth Jones suggest how to establish what they characterize as "the workplace of your dreams," one that really is the best if (HUGE "if") it is most appropriate to the given organization's core values and strategic objectives.
"What workers need is a sense of moral authority, derived not from a focus on the efficiency of means but from the importance of the ends they produce. The organization of your dreams gives you powerful reasons to submit to the necessary structures that support the organization's purpose."
Keep in mind: "People want to do good work. -- to feel they matter in an organization that makes a difference. They want to work in a place that magnifies their strengths, not their weaknesses. For that, they need some autonomy and structure, and the organization [at all levels and in all areas] must be coherent, honest, and open."
* * *
Obviously, no brief commentary such as mine can do full justice to the scoped and depth of valuable information, insights, and counsel provided in this volume. I full agree with the HBR Editors: "If you read nothing else on reinventing HR, read these definitive articles from the Harvard Business Review."
I presume to add two points of my own. First, there are no employee engagement, performance management, or talent retention issues. Rather, ultimately, there are only [begin italics] business [end italics] issues. Also, it is very important to think in terms of enterprise architecture as your organization's primary strategy when reinventing how to accelerate personal growth and professional development.
Highly recommended.