Job ID
1695715793
Duration
4436seconds
Summary
- Session is about ro in 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 or at least get a start on that conversation.
- 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.
- Do you have the right balance? Because very often what will happen is the specialist work can sometimes take over. If any of you would like a soft copy of this, please just feel free to email me. Core is more than willing and happy to have you use this.
- The idea came from a meeting in 2002. It was to see what would my function look like against that framework. The idea is for us is that it's important for HR to be our partner. If you want Ro to be sustained in an organization, the HR function is going to be the critical group.
- 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 who are designing the systems.
- Sam Shield: HR tends to be a waterhead. Accountants don't much like auditors. Six Sigma, nobody likes anybody coming in their business telling them they're doing it all wrong. Shield: What Ro has helped HR with is provide evidence based discourse. Mutual trust and fairness is what we're looking for.
- 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.
- Do you have the right balance? Because very often what will happen is the specialist work can sometimes take over. If any of you would like a soft copy of this, please just feel free to email me. Core is more than willing and happy to have you use this.
- The idea came from a meeting in 2002. It was to see what would my function look like against that framework. The idea is for us is that it's important for HR to be our partner. If you want Ro to be sustained in an organization, the HR function is going to be the critical group.
- 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 who are designing the systems.
- Sam Shield: HR tends to be a waterhead. Accountants don't much like auditors. Six Sigma, nobody likes anybody coming in their business telling them they're doing it all wrong. Shield: What Ro has helped HR with is provide evidence based discourse. Mutual trust and fairness is what we're looking for.