This document discusses human resource development and how it can be used to measurably impact business performance. It defines HR development as using data, deliberate methodology, and research to impact the bottom line through the HR function. The document outlines a strategic analysis process for HR development, including identifying the target market, unique value propositions, supporting employee behaviors, and aligning HR strategies. It also discusses identifying and closing performance gaps to better support organizational goals. The importance of using empirical research rather than just benchmarks is emphasized.

1. Human Resource Development
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2. what is hr development?

3. the use of hard data…

4. deliberate methodology…

5. and the latest research…

6. to measurably and significantly…

7. impact the bottom line…

8. through the hr function.

9. why hr development?

10. “An increase of one standard deviation in scores on a
„high-performance HR practices‟ scale was
associated with a 23 percent increase in accounting
profits and an 8 percent increase in economic
value.”
– Study by Mark Huselid

11. industry leaders are doing it!

16. it’s what sets them apart…

17. and gives them a competitive edge.

18. one word.

19. people

20. so how do you start?

21. with a strategic analysis.

22. (not as scary as it sounds!)

23. just start with #1

24. #1: target market

25. who are you selling to…

26. and what do you do for them?

27. #2: unique value proposition

28. (uvp)

29. there are six possible uvp’s

30. quality

31. cost

32. service

33. time

34. (how fast can you give
them what they need?)

35. unique experience

36. (think disney world)

37. lifestyle/status

38. (prada)

39. (aston martin)

40. (yea, i want one too!)

41. most companies have
more than one

42. #3: supporting behaviors

43. what do your people need to do…

44. to support your uvp?

45. nordstrom competes on service.

46. they need their people…

47. to go above and beyond…

48. be prompt and attentive…

49. and provide an unsurpassed level
of customer service.

50. #4: hr strategies

51. how do your hr strategies…

52. (recruiting, training,
performance management,
comp and bene)

53. support your uvp?

54. if you were an hr guy or gal
at nordstrom, you would…

55. source and select people
with proven records
of strong service…

56. evaluate service skills…

57. provide customer service training…

58. and tie comp and bonuses to
providing excellent service.

59. do your hr strategies (right now)
support your uvp?

60. do they all work together?

61. that’s hr development

62. (the start of it, anyways)

63. let’s talk about
performance gaps

64. the difference between
what people should be doing…

65. and what they actually do…

66. (to support their uvp’s, duh!)

67. is called a performance gap.

68. Desired Behaviors
Performance Gap
Actual Behaviors

69. what causes a performance gap?

70. lack of knowledge,
skills or abilities
(ksa’s)

71. incorrect role expectations

72. (i didn’t know!)

73. lack of motivation

74. image from flickr.com/photos/ggunson

75. lack of resources

76. so how do you close
a performance gap?

77. identify the cause

78. (lack of ksa’s)

79. (incorrect role expectations)

80. (lack of motivation)

81. (lack of resources)

82. correct through hiring practices…

83. compensation strategies…

84. training…

85. and cultural initiatives.

86. let’s see it in action

87. john smith is expected to create
15 widgets per hour…

88. but only creates 10.

89. why?

90. (possible causes)

91. john isn’t skilled enough
to create 15 widgets per hour.

92. john doesn’t know he’s expected
to create 15 widgets per hour.

93. john isn’t motivated
to create 15 widgets per hour.

94. john doesn’t have the resources
to create 15 widgets per hour.

95. how do we close the gap?

96. (john isn’t skilled enough)

97. provide training.

98. revise recruiting process…

99. to better assess needed skills.

100. (john doesn’t know)

101. tell him.

102. revise the onboarding process…

103. to better communicate
role expectations.

104. (john isn’t motivated)

105. figure out what motivates him.

106. (shameless plug)

107. (learn more at manager’s sandbox)

108. (http://managerssandbox.com)

109. fire john,
and hire someone who is.
(motivated, that is)

110. (john doesn’t have the resources)

111. find out what he needs…

112. and give it to him.

113. (maybe there aren’t enough
widget presses)

114. (or whatever they use
to make widgets)

115. what is hr development?

116. the use of hard data…

117. deliberate methodology…

118. and the latest research…

119. to measurably and significantly…

120. impact the bottom line…

121. through the hr function.

122. we’ve already talked about
methodology.

123. let’s talk about data

124. all data is not created equal.

125. hr pros love benchmarks.

126. I’m just going to
come right out and say it

127. benchmarks suck.

128. (ok, ‘suck’ is a bit harsh)

129. (they’re just pretty limited in use)

130. benchmarks will tell you
what other companies do…

131. but not if what they do
is successful.

132. for instance…

133. a benchmark would tell you…

134. that a company uses stock options
to retain key employees.

135. empirical research…

136. (way better than benchmarks)

137. shows that when options vest…

138. there is a mass exodus of people.

139. a benchmark doesn’t tell you that.

140. empirical research > benchmarks

141. what is empirical research?

142. studies that examine
cause-effect relationships…

143. and don’t just tell you what…

144. but also why.

145. (why is important)

146. what if you can’t find
empirical research
on what you’re trying to do?

147. (that can happen)

148. use your employees as
guinea pigs

149. Image courtesy of cutclean

150. (i’m serious)

151. Rather than implement a program…

152. company
wide

153. start with one team…

154. one department…

155. or one location.

156. if it goes well,
you’ll be an hr rockstar!

157. (congrats)

158. you can roll it out…

159. company
wide

160. and if it fails…

161. you can tweak it…

162. (or scrap it all together)

163. without messing up
the whole company.

164. (ps: congrats)

165. (you just conducted
your own research)

166. remember…

167. hr development is all about
one thing.

168. impacting the bottom line.

169. Copyright Info
This work is copyright December 21, 2008 Chris Ferdinandi. Please direct content
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