8 - Human Capital Readiness Flashcards
What is human capital readiness?
The availability of employee skills, talent, and know-how to perform critical internal processes for strategy success.
It helps organizations measure the gap between required competencies and current employee readiness.
What is the first step in measuring human capital readiness?
Identify strategic job families.
This involves determining which jobs have the greatest impact on the organization’s strategy.
What are strategic job families?
Positions where employees can significantly enhance critical internal processes.
They are crucial for the organization’s strategic success.
What is a competency profile?
A detailed description of the knowledge, skills, and values required for successful job performance.
It serves as a reference for recruiting, hiring, and training.
What does the competency gap represent?
The difference between the requirements and current capabilities in strategic job families.
It defines the human capital readiness of the organization.
What is the purpose of human capital development programs?
To eliminate the competency gap between requirements and current readiness.
These programs are launched after assessing readiness.
Which job families provided key leverage points for UNICCO’s strategy?
- Project managers
- Operations directors
- Business development executives
These roles accounted for only 4 percent of the workforce but had a significant impact.
What are the three components of a competency profile?
- Knowledge
- Skills
- Values
These components are essential for defining job requirements.
What methods can be used in assessing human capital readiness?
- Self-assessment
- 360-degree feedback
Both methods help employees understand their competencies and performance.
True or False: The strategic values model incorporates strategy into everyone’s objectives.
True.
It emphasizes that strategy is everyone’s responsibility.
What is the goal for Chemico’s human capital readiness in strategic job families?
Above 90 percent.
This target is essential for aligning human capital development with the enterprise strategy.
Fill in the blank: The assessment of strategic readiness should be treated differently from _______.
routine performance management process.
This distinction is important for strategic job families.
What is the significance of the strategic job family model?
It focuses HR programs on the critical few jobs pivotal to the strategy.
This contributes to efficient spending and speed of action.
What role do environmental engineers play in Chemico’s strategy?
They specialize in clean air and clean water requirements.
Their work is crucial for the environmental performance program.
What is the strategic job family for the mold assembly process at Gray-Syracuse?
Mold assemblyperson.
This position was identified as critical for reducing rework.
What training methodology did Gray-Syracuse use for their assemblypersons?
Training Within Industry (TWI).
TWI was used to develop activity and competency profiles for training.
How many strategic job families did Chemico identify?
Eight.
These families employed approximately 100 of the 1,500 total staff.
What is the focus of the human capital development program at Chemico?
To align with the enterprise strategy and achieve strategic readiness targets.
It includes tailored initiatives for specific job families.
What is the Training Within Industry (TWI) program used for?
A Japanese manufacturing technique developed to create activity and competency profiles for assembly cells.
How many different activities did the simplest cell require?
Eleven.
What was the target readiness level for assemblypersons at Gray-Syracuse?
Level 3 (‘in training’) and then quickly to level 4 (‘certified: within cell’).
What was the initial average readiness level per person per cell at Gray-Syracuse in 2001?
1.6.
By how much did the readiness level increase one year after the TWI program was introduced?
To 3.3, achieving 84 percent of the phase 2 objective.
What percentage did rework drop by during the TWI program implementation period?
76 percent.
What does BAS stand for in the context of the University of California, Berkeley?
Administrative Services.
What strategic themes did BAS select for its internal perspective?
- Develop customer partnerships
- Continuously improve key processes
- Create new ways of doing business
What does the ‘people focus’ perspective in BAS emphasize?
- Develop an excellent, diverse workforce
- Achieve a high-performance service culture
- Provide effective leadership throughout BAS
What is the purpose of the strategic values approach used at BAS?
To communicate the new customer-focused strategy and integrate new values into performance management.
What is the main objective of the National City Corporation’s human resource strategy?
To align HR strategy with the enterprise-wide business strategy.
What is National City’s ‘customer champion’ brand promise?
‘National City cares about doing what’s right for our customers.’
What are the four strategic themes for internal process objectives at National City?
- Recruit the best and brightest
- Drive a high-performance culture that enables success
- Deliver customer-centric communication
- Provide consistent high-quality service
What is the overall theme for HR employees at National City in the learning and growth perspective?
To execute a customer-centric strategy.
Fill in the blank: The Balanced Scorecard provides a useful tool to fulfill the mission of maximizing the value of _______.
human capital.
True or False: National City’s HR strategy map includes an objective to increase shareholder value.
True.
What communication campaign did National City implement to support its HR initiatives?
‘Road to Bestville.’
What was the readiness level of assemblypersons at Gray-Syracuse when the TWI program was introduced?
400.
What significant impact did the TWI program have on the time to achieve strategic readiness?
It cut the time in half.
What does the strategic readiness measure at Gray-Syracuse consist of?
The sum of personal ratings for each assembler and each cell.
What are the three key objectives in the learning and growth perspective of National City’s HR strategy?
- Know the business
- Commit to everyone’s success
- Drive continuous improvement
What is the significance of the Scorecard in National City’s HR strategy?
It helps identify issues, measure progress, and create a common language for leadership.
