NEXT GENERATION HR - CIPD

NEXT GENE
THE FOUR CORNERS
1 Insight
‘Leveraging insights thinking’
The HR leaders we interviewed tend to define their key sphere of influence at one of four
levels (Figure 4).
Figure 4: Four levels of influence
Shaping
the
future
Delivering
strategy
Culture and
people
HR leaders who operate as strategic architects
of the future, actively seeking out future growth
opportunities
HR leaders who define their role as seeking to
ensure the business is able to deliver its business
strategy
HR leaders who define their role as seeking
competitive advantage through shaping the culture
and the capabilities of people in the organisation
Core people
processes
HR leaders who define their role by the processes
they support, for example recruitment, training
and development
Those leaders who operate near the top of this pyramid (Figure 4) are able to use their
knowledge of the business itself (‘business savvy’), of the opportunities in the environment
(‘contextual savvy’) and of the people in the organisation (‘organisational savvy’). It is when
these three come together that HR seems to make the most difference.
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NEXT GENERATION HR