HR From the Outside In

About the Authors

Dave Ulrich, Jon Younger, Wayne Brockbank, and Mike Ulrich are leading experts in the field of Human Resources (HR). Dave Ulrich is a renowned professor at the University of Michigan's Ross School of Business and a partner at the RBL Group. He has authored 23 influential books on HR and business management, shaping modern HR practices. Jon Younger is a partner at the RBL Group, where he leads the firm's strategic HR practice. He has co-authored several books, focusing on HR strategy and leadership development. Wayne Brockbank is a clinical professor at the Ross School of Business and an Emeritus Partner at the RBL Consulting Group, with a rich background in HR consulting and education. Mike Ulrich is a doctoral student at the University of South Carolina's Moore School of Business, contributing fresh perspectives to the study of HR.

Main Idea

"HR From the Outside In" revolutionizes the traditional view of HR, positioning it as a strategic partner that creates tangible value for businesses. The authors argue that for HR to be effective, it must understand and integrate with the external business environment, aligning its strategies with the broader business goals. The book introduces six key competencies that HR professionals need to master: Credible Activist, Strategic Positioner, Capability Builder, Change Champion, HR Integrator and Innovator, and Technology Proponent. These competencies are essential for HR professionals to contribute meaningfully to business success, by not only managing internal HR processes but also influencing business strategy and outcomes.

Table of Contents

• Analyzing the Six Key Competencies
• Developing HR Professionals
• Structuring an Effective HR Department
• Future Directions for HR

Analyzing the Six Key Competencies

1. Credible Activist

Being a credible activist means HR professionals must build trust and influence within the organization. They need to be both credible—having a track record of delivering results—and activists—willing to advocate for necessary changes. This dual role is critical in driving the HR agenda and ensuring it aligns with business objectives.

For example, in the case of Humana, a healthcare company, the CHRO Bonnie Hathcock played a crucial role in developing the company's vision of lifelong well-being. She worked closely with senior leaders to create the Humana Leadership Institute, which engaged employees in the company's strategic goals. This initiative helped align the company's internal culture with its external brand, leading to increased employee engagement and better customer outcomes.

"Credibility comes when HR professionals focus their time and attention on the issues that matter to the business, do what they promise, meet their obligations and commitments, communicate effectively and build relationships of trust with line managers and other colleagues." - Dave Ulrich

2. Strategic Positioner

The strategic positioner competency emphasizes the importance of HR professionals understanding the external business environment and positioning their organization accordingly. This includes understanding the market, competitors, and broader societal trends that impact the business. HR professionals must be able to align the organization's human capital strategies with its business strategies to create a competitive advantage.