Job ID
1695715793
Duration
4499seconds
Summary
- Session is about Ro in HR and we minute kate Erickson and I first started talking about this earlier this year. Until we've got a way of making the HR community winners in an Ro implementation, we haven't got the answer. And so that's what I'm hoping we'll do this morning.
- There's been an incredible shift in the world in terms of the valuation of assets over the last 20 years. In the range of 53 or 54% of the Fortune 500 companies, their actual value is more in intangible assets than tangible assets. We try to get as senior a person in HR as we can to actively partner with us.
- There's kind of generalist HR work that goes on. And then there's the classic specialist work. Do you have the right balance? Because very often what will happen is the specialist work can sometimes take over.
- Core is more than willing and happy to have you use this. The idea is for HR to be our partner. If any of this is helpful at all to you, you may use it. Depends upon what we're held accountable to.
- 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 the CEOs.
- HR tends to be a waterhead, which suggests there's not much surprise in that. What Ro has helped HR with is provide evidence based discourse, and those go to a mutual trust. Use that to design an integrated set of systems in the organization with those underpinning principles.
- There's been an incredible shift in the world in terms of the valuation of assets over the last 20 years. In the range of 53 or 54% of the Fortune 500 companies, their actual value is more in intangible assets than tangible assets. We try to get as senior a person in HR as we can to actively partner with us.
- There's kind of generalist HR work that goes on. And then there's the classic specialist work. Do you have the right balance? Because very often what will happen is the specialist work can sometimes take over.
- Core is more than willing and happy to have you use this. The idea is for HR to be our partner. If any of this is helpful at all to you, you may use it. Depends upon what we're held accountable to.
- 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 the CEOs.
- HR tends to be a waterhead, which suggests there's not much surprise in that. What Ro has helped HR with is provide evidence based discourse, and those go to a mutual trust. Use that to design an integrated set of systems in the organization with those underpinning principles.