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24 Low High Sources: Proprietary Web survey with 5,561 responses; 641 responses in this section; BCG/WFPMA analysis. Exhibit 18. Business Planning and Analytics Rank as High Priorities, but Capabilities Lag
HR Business-Partner Skills: Diﬀerences in Importance and Capabilities Ranked by Gap
HR professionals’ view Business managers’ view Business analytics 8 Business planning 2 Business planning
IT acumen 6 Conﬂict resolution 4 2 Resource management 5 Marketing 10
Client relationship 1
Business analytics 6 Conﬂict resolution 3 Policy implementation 3 Contracting 10 IT acumen 11 Marketing 11 Resource management 9 HR expertise 1 Contracting 7 Project management 9 HR expertise 5 Policy implementation 4 Project management 8 7 Low
Capability Importance High Low High Rank by importance Sources: Proprietary Web survey with 5,561 responses; 641 responses in this section; BCG/WFPMA analysis. T B C G • W F P M A personnel issues and be a strategic partner (business analytics, business planning, and client relationship management) to the business. In addition, the business partner
needs to have the skills to act as a change agent and driver of transformation (conﬂict resolution, resource management, and policy implementation). functions. What we have found is that when you put
those two together, the HR folks learn a tremendous
amount about business and problem solving from the
consultants, and the consultants get very quickly up to
speed on the pattern recognition you need to be successful on the people side.” Laszlo Bock, vice president of people operations at
Google, explains how the Internet giant thinks about the
blend of skills needed for HR to excel in its broader role.
In an interview with BCG, Bock said, “One-third of the
people come from traditional HR backgrounds. They’re
outstanding HR generalists and outstanding compensation-and-beneﬁts folks. The other third, Bock said, “are people with advanced degrees in various analytic ﬁelds—PhD’s and master’s degrees in operations, physics, statistics, and psychology.
They let us run all kinds of interesting experiments and
raise the bar on everything we do.” “The second third come out of strategy-consulting ﬁrms.
We don’t really pursue folks from the HR consultancies
as much, because we are looking for two things: great
problem-solving skills—the ability to take a really messy
problem, disaggregate it, and drive to data-driven answers—and really deep business sense, a deep understanding of how business actually works in the diﬀerent Identifying Gaps in Business Managers’
Currently, business managers participate actively in the
eight people-management activities identiﬁed in Exhibit
19. In virtually every instance, business managers get involved in recruiting, making promotion decisions, and dealing with low performers. Even for the activities in which Exhibit 19. Dealing with Low Perfo...
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- Fall '13