Youtube Exercise » English Grammar Homework

Dr. Dave Ulrich – The Future of HR

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427K views 10 years ago

Warm-up Questions

When you hear “the future of HR,” what changes do you expect in HR work?
Which areas of HR do you think will be most important in the next 10 years (e.g., talent, culture, analytics)?
How do you think HR can help a company succeed beyond helping employees?

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Dr. Dave Ulrich – The Future of HR

How HR has evolved: from administration to “outside-in” (00:00 – 04:35)

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1. According to the speaker, what is the next step in HR after linking HR to strategy?

Going “outside-in” by connecting HR to external factors
Reducing HR to mainly administrative work
Focusing only on internal employee satisfaction
Replacing HR practices with automation

2. Which groups does the speaker mention as external places HR should look to?

Marketing teams and sales teams
Employees, unions, managers, and boards
Customers, investors, communities, and government agencies
Suppliers, competitors, banks, and universities

3. What does the “outside-in focus” require HR to do in addition to administration, practices, and strategy?

Avoid working with leaders
Eliminate compensation systems
Connect HR work to external factors
Stop measuring performance

Dr. Dave Ulrich – The Future of HR

Criteria for value creation: context, stakeholders, talent, organization, leadership (04:35 – 09:23)

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1. Which set of trends does the speaker say HR should consider as part of the context of work?

Only customer satisfaction trends
Only financial and legal trends
Social, technological, economic, political, environmental, and demographic trends
Only internal engagement trends

2. What example does the speaker use to argue that organization often matters more than individual talent?

Team sports and how often the top scorer is on the winning team
A case study of one startup’s hiring process
A comparison of salaries across industries
A survey of employee happiness

3. In the speaker’s model, what is described as the integrator that connects talent and organization?

Government regulation
Technology
Leadership
Compensation

Dr. Dave Ulrich – The Future of HR

How to organize HR and the remaining criteria (including analytics) (09:23 – 15:37)

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1. How does the speaker say an HR department should be organized?

Linked to the way the business itself is organized
Always centralized, regardless of the company
Always decentralized, because it is more flexible
Organized mainly around individual personalities

2. Which organization type does the speaker say most companies have?

Organizations with no HR department
Purely centralized organizations
Pure holding companies
A shared service or matrix organization

3. Why does the speaker prefer to put measurement (analytics) last?

Because measurement is only for finance teams
Because measurement is usually inaccurate
Because measurement replaces strategy
Because measurement quantifies and informs the decisions we make

Dr. Dave Ulrich – The Future of HR

Transcript will load here…

1. What is the central message of the video about the future role of HR?

HR should be replaced by outsourcing wherever possible
HR should focus mainly on paperwork and compliance
HR should create value by connecting internal HR work to external stakeholders
HR should focus on internal practices only, not strategy

2. Which three areas does the speaker say HR should contribute in strategy discussions?

Branding, advertising, and public relations
IT, operations, and legal
Talent (individual), organization, and leadership
Marketing, sales, and finance

3. In the speaker’s view, what makes reward systems “good”?

They match internal criteria and policies perfectly
They drive behaviors that satisfy the customer
They are cheap to run and easy to administer
They avoid any connection to incentives

Discussion Questions

Discuss the ideas from this video

Dr. Dave Ulrich – The Future of HR

Do you agree that HR should focus on value creation rather than activities? What would “value” look like in a real workplace?
What external stakeholder (customers, investors, communities, government) should HR listen to most in your country or industry—and why?
The speaker suggests organization/culture may matter more than individual talent. Do you agree? Give an example from sports, school, or work.
If you were building an HR “stress test” for a company, which 3 criteria from the video would you prioritize first? Why?