Como medir a eficácia da área de RH [Jack Welch] - Endeavor Brasil

TL;DR

HR should focus on leadership, not just benefits.

Transcript

well I think clearly um how many leaders are formed from their business it's clearly metric uh whether people feel we ask I think one of the great ways to manage is polling now politicians poll all the time and you might feel a a company polling might not be the right way to do it we learn more by running 25,000 person Sur surveys every six months ... Read More

Key Insights

• Leadership development is crucial in HR metrics; it's about forming leaders rather than just managing benefits and events.
• Polling employees regularly can provide valuable feedback on how well the company's initiatives are being received and understood.
• HR should be seen as vital as the CFO, focusing on leadership and personnel development rather than superficial tasks.
• Effective HR leaders often come from operational backgrounds, bringing practical experience and a high reputation within the company.
• The concept of 'embedded reputation' is crucial; the perceived credibility of individuals in key roles can significantly impact the effectiveness of company initiatives.
• HR leaders should embody the roles of both 'pastor' and 'parent,' maintaining confidentiality and providing honest feedback.
• Organizational change requires credible leadership; placing respected individuals in charge of major projects signals seriousness and commitment.
• Career advancement often requires moving beyond current roles; individuals must sometimes start fresh to leverage new qualifications.

Questions & Answers

Q: What is Jack Welch's view on leadership development in HR?

Jack Welch emphasizes that HR should focus on forming leaders rather than just managing benefits and events. He believes leadership development is a crucial metric for HR effectiveness. HR should be as strategically important as the CFO, focusing on personnel development and leadership to drive company success.

Q: How does Jack Welch suggest gathering employee feedback?

Welch suggests using regular employee polling to gather valuable feedback on company initiatives. He believes this approach is more effective than informal feedback methods, as it provides structured insights into whether employees feel aligned with the company's goals and initiatives, thus helping in fine-tuning strategies.

Q: Why does Welch compare HR to the CFO?

Welch argues that HR should hold a strategic position equal to the CFO, as both roles are crucial for the company's success. While the CFO focuses on financials, HR should focus on leadership and personnel development, which are equally important for driving organizational growth and achieving business objectives.

Q: What characteristics does Welch attribute to effective HR leaders?

Effective HR leaders, according to Welch, often come from operational backgrounds, bringing with them practical experience and a high reputation within the company. They should act as both 'pastor' and 'parent,' maintaining confidentiality and providing honest feedback, thus playing a pivotal role in leadership development.

Q: What is the concept of 'embedded reputation' according to Welch?

The concept of 'embedded reputation' refers to the perceived credibility of individuals in key roles, which can significantly impact the effectiveness of company initiatives. Welch believes that placing respected individuals in charge of major projects signals seriousness and commitment, influencing organizational success.

Q: How does Welch view the role of HR in organizational change?

Welch believes HR plays a crucial role in organizational change by ensuring credible leadership. By placing respected and high-reputation individuals in charge of major projects, the company signals its seriousness and commitment to change, thereby enhancing the likelihood of successful implementation and acceptance.

Q: Why does Welch emphasize operational experience for HR leaders?

Welch emphasizes operational experience for HR leaders because it equips them with practical insights and a deep understanding of the business. This experience helps them build a high reputation within the company, enabling them to effectively lead and influence personnel development and organizational initiatives.

Q: What advice does Welch give for career advancement?

Welch advises that career advancement often requires moving beyond current roles, especially if one's perceived role does not align with new qualifications. Individuals should consider starting fresh in a new position to leverage their new skills and qualifications, thus avoiding being pigeonholed based on past roles.

Summary & Key Takeaways

• Jack Welch emphasizes the importance of HR focusing on leadership development rather than just benefits and events. He suggests regular employee polling to gauge the effectiveness of company initiatives. HR should hold a strategic position equal to the CFO, focusing on leadership and personnel development.

• Welch believes that effective HR leaders often come from operational backgrounds, bringing practical experience and a high reputation within the company. He stresses the importance of 'embedded reputation,' where the credibility of individuals in key roles can significantly impact the success of company initiatives.

• HR leaders should act as both 'pastor' and 'parent,' maintaining confidentiality and providing honest feedback. Welch also highlights the need for credible leadership in organizational change, suggesting that placing respected individuals in charge of major projects signals seriousness and commitment.