DELIVERING STRATEGY EXECUTION THROUGH HUMAN CAPITAL ARCHITECTURE Edward

DELIVERING STRATEGY EXECUTION THROUGH HUMAN CAPITAL ARCHITECTURE Edward

DELIVERING STRATEGY EXECUTION THROUGH HUMAN CAPITAL ARCHITECTURE Edward B. Yost, Ph. D., SPHR November 2013 Leading Change in Turbulent Times Executive Education Seminar Step #1 Determine the Critical

Components of Strategy Execution Strategic Success Hierarchy Industry Firm/Company Business Unit/Function Position Person

Defining the Business Strategy Strategy is: The central, integrated, and externally oriented concept of how we will achieve our objectives. (Hambrick & Fredrickson) Strategic Success Looking for operational, financial customer, workforce success through Betting on the incompetence of competitors

Acquiring and utilizing the resources & competencies of others Using existing resources & competencies differently Organizational Resources and Competencies Tangible and intangible resources and capabilities that enable the organization to develop, choose and, implement value enhancing STRATEGIES through resource

deployments, systems and processes that cannot be imitated. Strategy Simplified Resources Cost Advantage Distinctive Competence Capabilities Differentiation

Advantage Value Creation What is Strategic Success? Delivering high value results to significant stakeholders Financial Success = Market Value; ROI Operational Success = Costs; Quality Customer Success = Value Added Workforce Success = Q.W.L.; Performance

What is Strategic Competitive Advantage? Enacted or Utilized Distinctive Competency that: 1. Allows the organization to differentiate itself from competitors 2. Cannot be readily duplicated or imitated 3. Provides a positive economic benefit(s) Action Item #1 Building the Strategy 1. What Resources does your organization have?

2. What are your organizations Key Capabilities and Competency? 3. How are the resources, capabilities and competencies used to create value (the strategy)? Strategic Success Chain The Ultimate Goal is Survival Sustainability Goes beyond the traditional financial measures of firm performance and shareholder value - focused on achieving

high levels of success in the short term without compromising the future Strategic Success Chain Strategy Execution Competitive Advantage Sustainability Strategy Execution Enacted responses (behaviors) to internal requirements and external constraints by individuals and teams based on the

existing capabilities in the workforce moderated by the underlying culture of the organization that drives organizational performance We will see this again later! Human Capital Components Strategy Execution Competitive

Advantage Sustainability Human Capital Capabilities Human Capital Behaviors Workforce Culture (Performance Drivers) Pivotal Positions Pivotal Talent Pools

Constructing Human Capital Architecture Strategic Direction Pivotal Talent Pool(s) Strategy Execution Pivotal Position

Pivotal Role Challenges Implement & Adjust HCA Congruence and Consistency of HCA Components Capabilities Behaviors Culture

Step #2 Effectively Managing, Talent Pools, Human Capital and Pivotal Positions The Secret Revealed! What is the SECRET of obtaining a Strategic Competitive Advantage?

Not just having a strategy but executing the strategy All depends on the Human Capital Architecture to enhance the exploitation of these resources and capabilities. Human Capital & Strategy Execution A. Resources + Capabilities = Human Capital B. Systems + Processes + Practices = Human Capital Architecture C. Human Capital X Human Capital

Architecture = Strategy Execution Talent Segmentation Talent segmentation involves identifying pivotal talent pools where human capital makes the biggest difference to strategy execution Where would a significant improvement in quality or availability make the BIGGEST difference to strategy execution?

Pivotal Talent Pools Talent segmentation is as vital as customer segmentation Pivotal Talent Pools are embedded in the Primary and Support activities of the Value Chain The Value Chain Research & Development Group Critical Outcomes for Strategy

Execution at Big Pharma 1. New Product Applications 2. Reduce Time to Market Focus on a Strategic Business Unit at Big Pharma Enables the Value Proposition for Stakeholders Strategy Execution

Operations Marketing Research & Development Human Resources Pivotal Talent Pools Identify two pivotal talent pools in your organization using the Value Chain Model Constructing Human Capital Architecture

Strategic Direction Pivotal Talent Pool(s) Strategy Execution Pivotal Position Pivotal Role

Challenges Implement & Adjust HCA Congruence and Consistency of HCA Components Capabilities Behaviors Culture

Action Item #2 Pivotal Talent Pools and Critical Outcomes (from item #1) Pivotal Talent Pool Critical Outcome A? Critical Outcome B? The Importance of Human Capital Pivotal Talent Pools Pivotal Positions

Determine the Pivotal Positions to Deliver Strategy Execution What is Human Capital? Talents and abilities Knowledge and skills Social networks (capital) Desire and visions Human Capital Defined The collective sum of the attributes,

life experience, knowledge, inventiveness, energy, and enthusiasm that people choose to invest in their work. Weatherly 2003 Human Capital Has Value People are our most valuable asset INVESTORS! PROVE IT! Must be demonstrated by management practices and actions that compose the Human Capital

Architecture Human Capital and The Bottom Line To create value through Human Capital requires a fundamental change in how it is recognized and managed in most organizations. The firms human assets have a value that corresponds to the present value of future net cash flows and are derived from the skills, motivation and adaptability of the firms

workforce. Constructing Human Capital Architecture Strategic Direction Pivotal Talent Pool(s) Strategy Execution Pivotal

Position Pivotal Role Challenges Implement & Adjust HCA Congruence and Consistency of HCA Components Capabilities

Behaviors Culture What is a Pivotal Position? Not necessarily the highest paid/ranked position Not necessarily most critical Not necessarily the most common/number Not necessarily the most visible Not necessarily the most obvious Not ever a person

Talent Segmentation Talent segmentation is as vital to strategic success as customer segmentation. Talent segmentation involves identifying pivotal positions where human capital makes the biggest difference to strategy execution Pivotal Positions Positions in the organization where quality or availability of human capital makes the biggest difference to strategy

execution Positions that leverage the strategy execution Pivotal Positions Those talent pools that with a 20% improvement in quality or availability (quantity) would make the biggest difference in strategy execution and organizational success Drill Down More

What are the Pivotal Positions for executing strategy? Provides the most significant (relative to others) improvement in strategy execution Leveraged by the HCA Research Scientist Talent Performance Yield Yield Curve - understanding where differences in quality or quantity

of talent and organization have the greatest impact on strategy execution (steepness, elasticity, DD, slope) Find the Pivotal Position Yield Curve Big Pharma Worst Sales Rep Best Sales Rep Strategic Value

ative t n e s e r p e R Sales

Best RS rch a e Res tist n e S ci

20% Worst RS Performance Finding Pivotal Positions Clearly understanding where differences in quality or quantity of the talent pool will have the greatest strategic impact (steepness, elasticity, DD, slope)

Action Item # 3 - Finding YOUR Pivotal Positions Identify a Pivotal Position from within the Pivotal Talent Pool. Provide a rationale for this selection based on the critical outcome for strategy execution from Action Item #1 Step #3 Pivotal Role Challenges: The Performance

Drivers of Strategy Execution Constructing Human Capital Architecture Strategic Direction Pivotal Talent Pool(s) Strategy Execution

Pivotal Position Pivotal Role Challenges Implement & Adjust HCA Congruence and Consistency of HCA Components

Capabilities Behaviors Culture Talentship Talentship requires a redefinition of the traditional service role of HR managers in organizations. This involves a process of "talent segmentation" and the need to focus managerial attention on "pivotal

positions". Research & Development Group Critical Outcomes for Strategy Execution at Big Pharma 1. New Product Applications 2. Reduce Time to Market Pivotal Role Challenges Research Scientist New Product Applications Discovery of unique and patentable uses of

existing products Identify new markets for existing applications Seek and process information from diverse sources Performance Drivers Behavior Capability Culture Pivotal Role Challenges

Finding Performance Drivers Starting with the critical talent pools focus down to pivotal positions Within that position look for the pivotal role challenges Identify the specific capabilities, behaviors and culture necessary to succeed at the pivotal role challenge. Enables the Value Proposition for

Stakeholders Culture Capability Behavior Identify the required Culture & Mix of Capabilities & Behaviors

Strategy Execution Determine the most critical Capabilities, Behaviors, and Culture to support Strategy Execution for the Pivotal Position Constructing the Factors of Strategy Execution Capability = knowledge, skill, ability or competency inherent in a unit of human capital

Behavior = Actions, reactions, interactions exhibited by a unit of human capital Culture = a system of shared values, understandings and affect that distinguishes the unit that contains human capital Finding Performance Drivers Capabilities Nouns; Capabilities are either resident in the human capital or can be acquired through knowledge management interventions

Capabilities can be bought or they can be made. Finding Performance Drivers Behaviors Verbs; Behaviors are conscious and sub conscious actions of human capital units Behaviors originate at the individual level and have intensity, direction and persistence Finding Performance Drivers

Culture Prototypes Innovation, Risk Taking Attention to Detail Outcome Orientation People Oriented Team Oriented Aggressive Stability Enables the Value Proposition for Stakeholders

Culture Capability Behavior Creates a Culture & Mix of Capabilities & Behaviors

Strategy Execution Determine the most critical Capabilities, Behaviors, and Culture to support Strategy Execution for the Pivotal Position Example: New Product Applications Capabilities: 1. Deep knowledge of specific products, 2. Creativity and Innovation Skills, Behaviors: 1. Scans multiple sources for potential applications beyond present uses, 2. Share tacit knowledge with the team

Culture: 1. Innovation and risk taking, 2. Team orientation Action Item #4 Critical Challenges & Performance Drivers Role Challenge to deliver the critical outcome for pivotal position Performance Drivers Capability Behavior Culture

Step #4 Understanding the Human Capital Architecture and Strategic Alignment Human Capital Architecture The unique combination of practices,

policies, and procedures that the organization uses to procure talent, develop talent, manage performance and reward performance of the human capital employed to deliver strategy execution. Constructing Human Capital Architecture Strategic Direction Pivotal Talent Pool(s)

Strategy Execution Implement & Adjust HCA Pivotal Position Pivotal Role Challenges

Congruence and Consistency of HCA Components Capabilities Behaviors Culture Human Capital Architecture

Procurement & Retention Procurement & Retention Buying Human Capital A procurement function An inventory management and valuation function Matches human capital resources to needs Provides for retention and divesting of human capital

Human Capital Architecture Procurement & Retention Knowledge Management Knowledge Management Creating Human Capital Matching competencies and skills to strategic needs Capturing, maintaining, allocating and

protecting knowledge Preparing for the future Human Capital Architecture Procurement & Retention Knowledge Management Performance Management

Performance Management Measuring the critical behaviors that support strategic success Evaluates the effectiveness of staffing Identifies training & development needs Evaluates the effectiveness of training & development Provides a basis for allocation of rewards Human Capital Architecture Procurement & Retention

Performance Management Knowledge Management Compensation & Rewards Compensation & Rewards Provides a culture and mind-set to

support strategic execution Encourages critical behaviors Attracts critical and capable human capital Retains effective and removes ineffective human capital Why is Human Capital Architecture Critical? Provide a basis for a sustained competitive advantage Things like financial structure

operational processes and technology can be easily copied or purchased The Key Question is What is the appropriate Human Capital Architecture required to support pivotal positions to successfully execute strategy? Enables the Value Proposition for

Stakeholders Culture Comp. & Reward Perform. Mgmt Capability Behavior

Knowledge Mgmt. Human Capital Architecture is the Unique Differentiated Mix for Pivotal Positions Procure & Retain

Creates a Culture & Mix of Capabilities & Behaviors Strategy Execution Enables Strategy Execution by Creating and Supporting

Performance Drivers Action Item # 5 HCA Components Identify 3 or 4 Components of Human Capital Architecture for each of the pivotal positions in your organization

Procurement & Retention Performance Management Knowledge Management Compensation & Rewards

Step #5 Designing the New Human Capital Architecture Vertical Alignment & Congruence Align HC Architecture with HR Deliverables Congruence is the causal linkages between the HR systems and the realization of the strategic competitive advantage Consistency is the extent to which the HR policies and practices interact and support the

other HR policies and practices Constructing Human Capital Architecture Strategic Direction Pivotal Talent Pool(s) Strategy Execution Implement &

Adjust HCA Pivotal Position Pivotal Role Challenges Congruence and Consistency of HCA

Components Capabilities Behaviors Culture Congruent & Differentiated Vertical Alignment: Human Capital Architecture

Performance Drivers Strategy Execution Differentially Constructed for the Pivotal Position Enables the Value Proposition for Stakeholders

Vertical; Congruence with Strategy Execution Culture Comp. & Reward Perform. Mgmt Capability

Behavior Knowledge Mgmt. Human Capital Architecture is the Unique Differentiated Mix for Pivotal Positions Procure &

Retain Creates a Culture & Mix of Capabilities & Behaviors Strategy Execution Vertical Alignment - Congruence 1. Retain practices that have the most significant impact on strategy

execution. 2. Remove or modify practices that have a negative impact on strategy execution 3. Ignore or modify practices that have no impact on strategy execution Culture Comp. & Reward Perform.

Mgmt Capability Behavior Knowledge Mgmt. Human Capital Architecture is the Unique Differentiated

Mix for Pivotal Positions Procure & Retain Creates a Culture & Mix of Capabilities & Behaviors Strategy Execution

Vertical; Congruence with Strategy Execution Enables the Value Proposition for Stakeholders Horizontal; Consistency across HCA Components Designing an Effective Human Capital Architecture

Remember the prize ! Develop an integrated mix of human capital architecture components that is differentiated to deliver the performance drivers for the pivotal positions to execute strategy Vertical Alignment; Congruence Horizontal Alignment; Consistency

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