David Ulrich on Bringing HR to the Table

Summary

In an insightful discussion, David Ulrich, a leading HR expert, emphasizes the necessity of HR's strategic role in organizations, especially in a recovering global economy. He categorizes companies into those that successfully integrate HR into decision-making, those that struggle, and those that have potential for growth. Key issues such as entering emerging markets and cultural transfer between the West and East are explored, illustrating HR's importance in talent sourcing and organizational culture. Ulrich advocates for a collaborative approach, highlighting how innovative practices from diverse regions can enhance traditional management strategies.

The video is abnormal, and we are working hard to fix it.
Please replace the link and try again.

Q & A

What is the primary focus of David Ulrich's recent work in HR?

David Ulrich has been focusing on ensuring that HR is included in strategic decision-making processes within organizations.

Why do leaders believe it's important to manage people and resources better after the recession?

Leaders recognize that effective management of people and organizational issues is critical for company success in a recovering economy.

What does Ulrich mean by HR needing to 'sit at the table'?

Ulrich suggests that HR professionals should be part of strategic discussions, providing insights and advice that contribute to the organization's success.

What percentage of companies does Ulrich believe have effective HR practices?

Ulrich states that approximately 20% of companies have effective HR practices and collaborations, while 60% are in a transitional phase.

What strategic issues does Ulrich identify that require HR's involvement?

Ulrich identifies challenges such as competing in emerging markets, talent sourcing, and cultural integration as key strategic issues for HR.

What is the 'two in a box' strategy mentioned by Ulrich?

The 'two in a box' strategy involves pairing a Western leader with a local leader in emerging markets to facilitate knowledge transfer and cultural integration.

How does Ulrich describe the cultural exchange between Western and Eastern companies?

Ulrich emphasizes that cultural exchange is now a two-way street, with both sides learning from each other rather than just the West imparting knowledge to the East.

What example does Ulrich give to illustrate innovative practices in new markets?

Ulrich notes that some of the most innovative management practices are emerging from countries like Saudi Arabia and the UAE, challenging traditional Western models.

How has the growth rate in Asia influenced global management practices?

Asia's growth rate, which is around 5-7%, is pushing new leadership and management practices that may be adopted globally.

What does Ulrich imply about the future role of HR in global organizations?

Ulrich implies that HR will play an increasingly vital role in shaping organizational culture and strategies in a global context, adapting to new challenges and opportunities.