Twelve Principles & Practices of HR Value

Dave Ulrich – reknowned author, University of Michigan professor and RBL Group partner – kicked off the 2006 Human Resources Management Association of Chicago [HRMAC] Summit last week by discussing 12 key principles and practices that comprise the HR value proposition. I’ve listed these below – #10 is my favorite. Hope you find value and inspiration in one or all of them as well.

Principle 1 [Things we know]: Strategic clarity. Practice 1 [Things we do]: Facilitate strategic clarity.

Principle 2: Organization capability. Practice 2: Do capability audits.

Principle 3: Change disciplines. Practice 3: Profile change disciplines.

Principle 4: Culture as shared mindset. Practice 4: Create a culture change plan.

Principle 5: Leadership brand. Practice 5: Inspire a leadership brand.

Principle 6: Learning ideas with impact. Practice 6: Encourage learning processes.

Principle 7: Collaboration. Practice 7: Ensure efficiency and leverage.

Principle 8: Customer share. Practice 8: Generate customer share.

Principle 9: Intangibles. Practice 9: Perform intangibles audit.

Principle 10: Abundance. Practice 10: Balance individual and organizational needs.

Principle 11: HR transaction then transformation. Practice 11: Manage transactions; lead transformation.

Principle 12: HR Professionalism. Practice 12: Become a valued contributor.

C 2006. The RBL Group.

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Sandra Schwan

Sandra Schwan

Managing Partner at Evolving Strategies LLC
Sandra is the Managing Partner of Evolving Strategies LLC, a consulting firm helping companies and people learn, adapt and perform. Sandra holds a Master of Science degree in Adult Learning and Strategic Organizational Change from Northwestern University’s School of Education and Social Policy, and a Bachelor of Arts degree in Journalism from the University of Arkansas. Previous employers include the Corporate Executive Board, Lante Corporation, Kensington International, and Accenture where Sandra was awarded mentor of the year.

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