View the following video in which Professor Ulrich discusses HR Strategy, HR Business Partnering, HR & Technology, and the Future of HR:
The HR Congress. (2017, October 25). Ask Dave Ulrich: Interactive Q&A session with the father of modern HR [Video file]. Retrieved from https://www.youtube.com/watch?v=2H_Qt2Rkv_E
Prepare a slide presentation of 9 or 10 slides (not counting the cover and reference slides) and include voiceover or a comments section with each slide in which you address the following:
- Discuss how changes in HR strategy, business partnering, and/or technology will shape the future of HR.
- Professor Ulrich presents an interesting question: Should the focus of an organization be on the organization or on talent? Which is most important? Who is on target: Professor Lawler or Professor Ulrich? Why? Support your viewpoints with viewpoints of others (authors, speakers).
Utilize at least 2 valid sources to help strengthen your presentation.
Upload your file by the module due date.
SLP Assignment Expectations
Prepare a professional-level presentation.
Address all aspects of the assignment as stated above.
If possible, limit your Internet searching and focus instead on library searches. Be sure to refer to information from the background readings. Give authors credit for their work.
Your submission will be assessed on the criteria found in the grading rubric for this assignment:
• Assignment-Driven Criteria
• Critical Thinking
• Business Writing
• Effective Use of Information
• Citing Sources
• Timeliness
Full Answer Section
(Slide 2: Evolving HR Strategy)
- Headline: From Administrative to Strategic: The Transformation of HR
- Bullet Points:
- Shift from transactional tasks to strategic contributions.
- Focus on aligning HR practices with business goals.
- Data-driven decision making and analytics.
- Emphasis on creating value for the organization.
(Voiceover/Comments): Historically, HR was often seen as primarily administrative. The future of HR lies in its ability to be a strategic partner, proactively shaping the organization's direction. This requires a shift from simply processing paperwork to understanding the business, its challenges, and how talent can be leveraged to achieve strategic objectives. Data analytics is becoming increasingly crucial in demonstrating HR's impact and informing decisions.
(Slide 3: The Rise of the HR Business Partner)
- Headline: The HR Business Partner: A Bridge Between HR and the Business
- Image: A visual representing the connection between HR and business units.
- Bullet Points:
- Embedded within business units.
- Deep understanding of business needs.
- Consultant and advisor to business leaders.
- Translates business strategy into HR actions.
(Voiceover/Comments): The HR business partner model is essential for aligning HR with business needs. These individuals act as a bridge, understanding the specific challenges and opportunities within their assigned business units and working with leaders to develop HR solutions that support their goals.
(Slide 4: The Impact of Technology on HR)
- Headline: HR and Technology: A Powerful Partnership
- Image: Icons representing various HR technologies (e.g., HRIS, ATS, LMS).
- Bullet Points:
- Automation of administrative tasks.
- Enhanced data analytics and insights.
- Improved employee experience and engagement.
- Increased efficiency and cost savings.
(Voiceover/Comments): Technology is revolutionizing HR. Automation frees up HR professionals from routine tasks, allowing them to focus on more strategic initiatives. Data analytics provides valuable insights into workforce trends and effectiveness. Technology also plays a role in improving communication and access to information for employees.
(Slide 5: The Future of HR: Key Trends)
- Headline: Looking Ahead: Key Trends Shaping HR's Future
- Bullet Points:
- Focus on employee experience and well-being.
- Agile and flexible HR practices.
- Emphasis on diversity, equity, and inclusion.
- Increased use of AI and machine learning.
(Voiceover/Comments): The future of HR will be shaped by several key trends. Creating a positive employee experience, fostering agility, and prioritizing diversity and inclusion will be crucial. We'll also see increasing integration of AI and machine learning in HR processes.
(Slide 6: The Talent Question: Organization vs. Talent)
- Headline: The Great Debate: Organization vs. Talent – Where Should the Focus Be?
- Image: A balanced scale or a visual representing the tension between organization and talent.
(Voiceover/Comments): Ulrich's question about whether the focus should be on the organization or talent is a critical one. Is it more important to build a strong organizational structure and culture, or to prioritize attracting and retaining top talent?
(Slide 7: Perspectives on the Talent Question)
- Headline: Weighing In: Lawler vs. Ulrich and Other Voices
- Bullet Points:
- Lawler: Focus on the organization's capabilities and systems.
- Ulrich: Balance between organization and talent, emphasizing talent as a source of competitive advantage.
- Other perspectives: The importance of aligning talent with organizational strategy.
(Voiceover/Comments): Lawler argues for focusing on building organizational capabilities, while Ulrich advocates for a balance, acknowledging the crucial role of talent. Other experts emphasize the need to align talent strategies with the overall organizational strategy. This alignment ensures that talent investments directly support the achievement of business goals.
(Slide 8: A Balanced Approach)
- Headline: Finding the Balance: A Symbiotic Relationship
- Image: A visual representing the interconnectedness of organization and talent.
(Voiceover/Comments): Ultimately, a balanced approach is essential. A strong organization provides the foundation for attracting and retaining talent. Talented individuals, in turn, contribute to building a high-performing organization. It's a symbiotic relationship.
(Slide 9: The Role of HR in the Talent Equation)
- Headline: HR's Role: Nurturing Both Organization and Talent
- Bullet Points:
- Developing talent management strategies.
- Creating a positive work environment.
- Fostering a culture of learning and growth.
- Ensuring alignment between talent and organizational strategy.
(Voiceover/Comments): HR plays a crucial role in nurturing both the organization and its talent. This includes developing effective talent management strategies, creating a positive work environment, fostering a culture of learning, and ensuring that talent is aligned with the organization's strategic goals.
(Slide 10: Conclusion)
- Headline: The Future of HR: A Strategic Partner in Success
- Bullet Points:
- HR's strategic role is crucial for organizational success.
- Business partnering and technology are essential tools.
- Balancing organizational and talent focus is key.
(Voiceover/Comments): The future of HR is bright. By embracing its strategic role, leveraging technology, and focusing on both organizational and talent development, HR can be a powerful driver of organizational success.