Job ID
1695715793
Duration
4275seconds
Summary
- Session is about Ro and HR. Until we've got a way of making the HR community winners in an Ro implementation, we haven't got the right thing. And so that's what I'm hoping we'll do this morning.
- There's kind of generalist HR work that goes on. And then there's the classic specialist work, and not untypical. HR really is a professional, small, p professional organization. A lot of that work does stop at level three, including Law Madame.
- Sometimes what will happen is the specialist work can sometimes take over. You often feel sometimes that HR is overemphasizing. Where do you need to be on that scale in terms of balancing those works?
- Core is more than willing and happy to have you use this. If any of this is helpful at all to you, you may use it. Depends upon what we're held accountable to. This should be a helpful tool to do a little gauging of yourself against it.
- Clement: HR hasn't done a good enough job of communicating the value of human resources. He says we need more people in HR who are more oriented to being an architect of the work system. Clement: What's pushing that shift is CEOs, like the CEOs we heard yesterday.
- Sheila, I think I just want to make a comment in terms of HR credibility. Mutual trust and fairness, which I think from an HR professional perspective at any manager and any employee is what we're looking for. The evidence based principles use that to design an integrated set of systems.
- There's kind of generalist HR work that goes on. And then there's the classic specialist work, and not untypical. HR really is a professional, small, p professional organization. A lot of that work does stop at level three, including Law Madame.
- Sometimes what will happen is the specialist work can sometimes take over. You often feel sometimes that HR is overemphasizing. Where do you need to be on that scale in terms of balancing those works?
- Core is more than willing and happy to have you use this. If any of this is helpful at all to you, you may use it. Depends upon what we're held accountable to. This should be a helpful tool to do a little gauging of yourself against it.
- Clement: HR hasn't done a good enough job of communicating the value of human resources. He says we need more people in HR who are more oriented to being an architect of the work system. Clement: What's pushing that shift is CEOs, like the CEOs we heard yesterday.
- Sheila, I think I just want to make a comment in terms of HR credibility. Mutual trust and fairness, which I think from an HR professional perspective at any manager and any employee is what we're looking for. The evidence based principles use that to design an integrated set of systems.