【正文】 2023 CAPABILITY To improve the short as well as longterm realism of pany strategy, we need to expand the number of HR evaluation levels. By doing so, we take into account a pany‘s actual work capabilities that determine its level of current and future performance. Copyright 169。 Laske and Associates, LLC, 2023 Workshop Objectives ? At the conclusion of this workshop, participants will be able to: – better understand the relationship of strategy and capability – see their own role as HR Director in a new, proactive light, as guarantors of a balance between strategy and capability – advise the CEO on how to expand current HR evaluation levels to measuring capability underlying performance – advise the CEO on how to improve asssessing the realism of pany strategy in light of existing capability – discuss the allotment of capability resources needed for fully realizing present strategic objectives. Copyright 169。 Laske and Associates, LLC, 2023 To analyze and measure work capability in sufficient depth means to open a time window through which to view capability now, in the near future, and the far future. Capability Evolves in Time Copyright 169。 Laske and Associates LLC, 2023 In d e x V a r i a b l e S t an d a r dC h ose nR i s k( P r op or t i o nM i ssi n gS t an d a r d ) *P ot e n t i al( P r op or t i o nE x c e e d i n gS t an d a r d ) *R i s k t o P ot e n t i a lR a t i oF ut ure P ot e nt i al C apabi l i t yV a r i a bl e 1…V a r i a bl e nD e ve l o p m e n t alM e d i anC urre nt A ppli e d and P ot e nt i al C apa bi l i t yV a r i a bl e 1…V a r i a bl e nB e h a v i or alM e d i anC a p ab i l i t y M e an* T ho s e a dhe r ing to st a n d a r d a r e im p lic itly r e pr e s e n te d by ? 1. 0‘ .I m p o r tan t Li n k Example 1 Copyright 169。 Laske and Associates LLC, 2023 New Tasks of the HR Director Copyright 169。 Laske and Associates LLC, 2023 Part III Copyright 169。 Laske and Associates, LLC, 2023 Customized to Company Strategy Example: Variables of a Leadership and Change Flexibility Index ? Developmental level (16 levels) ? Developmental potential and risk ? Strength of plexity awareness (transformational capacity) ? Strength of systems thinking ? Self conduct – self concept – flexibility for change – need for power and control ? Task focus – autonomy – resourcefulness under stress – quality of planning and order ? Interpersonal perspective – empathy – helpfulness/supportiveness – capacity for affiliation ? Energy sinks (gaps between personal needs and aspirations) ? Culture climate index (gaps between Personal aspirations and actual anizational experience) Copyright 169。 Laske and Associates, LLC, 2023 Enablers “ MetaEnablers” Impact of Capability on Performance “ MetaEnablers” Measure Capability Competence Leadership Alignment Culture Team Synergy Internal Business Process [shortterm] Customer Relations [shortterm] Financials [longterm] Copyright 169。 Laske and Associates, LLC, 2023 Assumptions of this Workshop ? Achieving strategic objectives is more than ever dependent on the capability of individuals and teams ? Much more indepth knowledge about human capability is available in social psychology than has so far been appreciated by CEO‘s and HR Directors ? We need to open a window on new and highly stratetgic data sources that heighten the realism of strategic decision making at the highest level of management (in particular, a Capability Metric) ? We address CEOs and HR Directors alike, focusing on human capability. Copyright 169。 Laske and Associates, LLC, 2023 Current Applied Capability Current Potential Capability Future Potential Capability Now Near Future ( to 2 years) Far Future (25 years) Assessing Work Capability with CDREM? CAPABILITY METRIC Strategic Objectives Current Applied Current Potential Future Potential WHO: Repr. Sample Index Variables WHAT: Enablers Copyright 169。 Laske and Associates LLC, 2023 Leadership Capability Metric of an ebusiness firm lacking current and future capability potential Leadership Capability Metric Adherence/ STANDARD Missing/ RISK Exceeding/ POTENTIAL (Future Potential Capability) (Current Applied Capability) Dev. Level Dev. Potential Change Flexibility Systemic Thinking Self Conduct Task Focus Interpers. Perspective Energy Sinks Copyright 169。 Laske and Associates LLC, 2023 The Principal Task of the HR Director Is To Answer to Work Capability Concerns Strategic Company Objectives Insight into Work Capability CONCERNS Assessment of Work Capability CDREM? HR Solutions and Deliverables Copyright 169。 Laske and Associates LLC, 2023 1. Applications for Venture Capital 2. Merger and Acquisition Decisions 3. ReVisioning of Organizational Strategy 4. Change Management Initiatives 5. Human Capital Readiness Reports 6. Restructuring of Reward Systems 7. Outsourcing Decisions 8. Automation and Web Transfer Decisions 9. Management Development Programs 10. Employee Development Programs 11. Culture Climate Enhancement 12. Internal Business Process Enhancement 13. Customer Relations Enhancement. FollowingUp Capability Assessments ? Results: – Following up assessments enables parisons against a base line established by the initial capability metric – Follow up delivers insight into the effectiveness of developmental programs for all three aspects of capability ? Timing: – Current and future potential is followed up annually – Current applied capability can be followed up in periods shorter than a year. Copyright 169。 it refers to any aspect of capability HR decides to measure ? An index measures c