Is there an opportunity …?

Human performance is a strategic factor in results.

Performance in a team can be significantly influenced by the actions of the team leader.

If the actions of the team leader are improved, making them more effective as team leaders, then results would be expected to improve.

Role of human resources

Human resource management is a crucial support for team leaders, but is yet to fully fulfill the potential as being a proactive driver of success.

. . . Why? . . . This lead to a rethink of the fundamentals of HRM and to the OPD approach.

OPD-SHRM systems/processes is the result of that rethink, delivering improved team leader effectiveness.

The following slides present the foundations of the new approach and illustrate the improved results that it produces.

Goal action

For every goal there are actions that must be implemented if the goal is to be achieved.

The goal-action principle is general and applies to all goals no matter the circumstance.

Those actions that offer greatest chance of greatest goal success are called ideal actions.

Ideal actions

Ideal actions are of quality that doing them does not guarantee success but not doing them guarantees failure.

Ideal actions are independent of people.

If someone saw in their mind ideal actions more precise and more specific, do they have the opportunity to get a better result . . . ?

Nature of organizations

An organization is a collection of jobs each job having goals derived from strategy.

Behavioural structure

Ideal actions underlie every goal. Organizations consist of jobs defined by goals.

Therefore in every job there is a set of ideal actions that must be performed if the goals are to be achieved.

The set of all ideal actions in every job is called the behavioral structure. The behavioral structure is independent of people.

Overall success is delivery of ideal actions so achieving the goals . . . Achieve the goals achieve the strategy.

Defining success

1. Personal success: Delivery of agreed ideal actions to standard.

2. Organization success: Achievement of the results.

There is no tension between personal and organization success, personal success results in organization success.

The essential steps

Leadership judgment

Goals from strategy

Identify ideal actions in every job

Leadership effectiveness

Guide delivery of the ideal actions

It is the CEO who is accountable for achieving strategy. The delivery of ideal actions drives strategic success. Therefore the CEO priority is to oversee judgment of apt ideal

actions then guide their delivery to standard.

Emergent role of HREmergent role of HR

The role of HR is expanded:

Current global received wisdom: All HR activity as currently understood.

Redefined strategic HR management: To partner with team leaders to assist them identify the behavioural structure then to support and guide facilitation of staff to engage with it, and act it out with commitment

Perfect versus actual human performance

Perfect human performance:

Perfect judgment of the ideal actions in every job.

Perfect delivery of those ideal actions.

Actual human performance:

What people do relative to perfect human performance.

If actual human performance is made closer to perfect human performance, results must

improve . . .?

Cultural factors of performance

The necessary and minimum factors for high performance are:

1. Focus: Clarity of goals and why the goals are important.

2. Accuracy: Clarity on ideal actions offering greatest chance of greatest goal success.

3. Commitment: Based on an attitude of aiming to be successful in work life, hence accept responsibility to deliver ideal actions in the job.

4. Team leader support: Feel their team leader supports and encourages them to be successful.

5. Effective business processes: Feel the business processes support them to be successful.

What does it mean…?

We ‘see’ with our mind not with our eyes (buy & burgle).

Imagine a KPI, now ‘see’ the perfect deal actions that ensure the KPI achieved. We can now ‘see’ perfect delivery of these ideal actions. This is perfect human performance.

If someone uses the idea of perfect human performance to sharpen how they ‘see’ the job and what needs to be done. . .

‘See’ goals and ideal actions more clearly. Are more committed, more enthusiastic, more

consistent. Feel better supported by the team leader and

business processes.They would be expected to act more effectively and hence

get a better result.

Link between ideal actions and results

Think of the actual human performance, assume it is 8 out of 10. Now increase to 8.8 out of 10. Would you expect results to improve?

Research suggests that for each 1% improvement in actual human performance relative to perfect human performance, results improve by 0.2%.

It follows that a 10% improvement in human performance will improve results by 2%.

The potential of improving the strategic management of

human performance

Sales 1000 +2% 1020.0

Direct costs 600 -2% 599.8

Gross profit 400 420.2

Overheads 300 -2% 294.0

EBIT 100 126.2

Profit increase 26%Could team leaders be guided to be more effective

and achieve a 10% improvement in human performance in their team?

Closing the gap

OPD-SHRM is a set of processes that when applied by the team leader identifies perfect human performance then closes the gap between perfect human performance and actual human performance.

The processes derived from this concept applied by team leaders will improve team leader effectiveness and produce better results.

To continue to explore the opportunity …?

A human performance and organizational capability (HP&OC) audit will establish the human performance improvement achievable, and the payback.

When would it be convenient to do a HP&OC audit to confirm the payback of this new approach in your organization …?

References and detailed papers

Full paper www.opdcoach.com/Advancing_impact_and_status_of_HR.pdf Power point http://www.linkedin.com/profile/edit?trk=hb_tab_pro_top Papers at www.grlphilososphy.co.nz At Amazon Kindle: http://www.amazon.com/-/e/B001K8CWJIGraham Little author page on Amazon:

www.amazon.com/author/grahamlittle Books in the series redesigning the organisationVol 1: The last leadership book you ever need to read Vol 2: Time budgetingVol 3: Modern team leadershipVol 4: The role of human resources management in the modern

organisationVol 5: The mind of the CEORollout: Improved roll out of business strategyVol 6: Building community wealth and healthVol 7: Executive pocket guide bookIntroduction to the redesigning the organization book series