Evolução da função RH segundo Dave Ulrich





Segue aqui o link de um artigo de Dave Ulrich sobre a evolução da função RH.

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Employer Branding

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Consiste na criação de uma imagem de marca por parte de uma organização com o objetivo a atrair futuros colaboradores. Imagem esta, que inclui atributos e qualidades (muitas vezes intangíveis), distintos e diferenciadas da concorrência com vista a atrair os melhores talentos (Armstrong et al, 2014). Por outras palavras, pretende-se criar uma imagem de “o melhor local para trabalhar” diferenciadora em relação a outros concorrentes pelo mesmo tipo de talento e posicionada de forma a ser atrativa para o alvo a que se destina. De acordo com Amstrong e Taylor (2014) para se criar uma Employer Brand deve-se: Analisar o que os melhores talentos ambicionam, querem e necessitam; Analisar os valores core da organização e de que forma estes poderão suportar a criação de uma imagem atrativa; Definir claramente quais os pontos-chave percecionados pelos futuros talentos sobre qual o melhor local que estes consideram para trabalhar; Analisar as melhores práticas do mercado; Deverá ex...
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18 roles for HR in 2018 by HR TREND INSTITUTE

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" 1. The Accelerator Speed is of utmost importance. HR can help to accelerate processes and decision making. The pace in most organisations is too slow. The year is still the most important planning building block. HR can do a lot to help to increase the speed. Hire speedy persons. Get rid of, or redesign, slow and bureaucratic processes. Stop with one-size-fits-all concepts. Adopt ‘Just-in time’ and get rid of ‘Just-in-case’. 2. The Challenger We need people who dare to challenge at the top. Group think is observed too often. The plans are always ambitious and will result in more growth. Nobody wants to be the party pooper. Nobody wants to be perceived as a blocker. This is where HR can show its independency, and challenge where others choose to be followers. 3. The Connector In today’s organisation it is all about connections. HR must focus on building and strengthening the connections. Between countries. Between functional areas. Between old and young. Between Baby...
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8 major HR Trends for 2018 by HR TREND INSTITUTE

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"1. From PTB to EI Dave Ulrich’s “ Human Resource Champions ” has probably been the book with the largest impact on the HR profession in the last decades. Unfortunately, many people did not read the book, but only saw a  picture  with the four archetypical roles for HR. For many the book was summarised in one key message: you must become a Strategic Business Partner. As strategy was a role of top management, this meant you had to get close to management, or even better, become part of top management! Many of today’s CHRO’s have grown in this area. Therefore, HR has focused too much on pleasing top management, and forgot to develop one of the other key roles Ulrich described: Employee Champion. The tide is slowly turning, from PTB (please the boss) to EI (employee intimacy). Really understanding the wishes, needs and capabilities of employees is getting more important, and this employee intimacy is required to design relevant employee journeys. Read our earlier blog post...
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