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HALLANDALE BEACH LIFEGUARD INTRODUCTION PowerPoint Presentation

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On : Jan 08, 2015

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  • Slide 1 - After human resources……. Larry Stybel. lstybel@stybeabody.com
  • Slide 2 - WANT THE SLIDES AND THE MP3?
  • Slide 3 - Goals Do a case. Discuss what HR was, what it is, and what it needs to be for you to make a positive contribution and have a good career. What skills do you need to cultivate? What political alliances do you need to make?
  • Slide 4 - CASE
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  • Slide 10 - WHAT IS THE PROBLEM HERE?
  • Slide 11 - WHAT’S THE DILEMMA?
  • Slide 12 - A situation in which a difficult choice has to be made between two or more alternatives, esp. equally undesirable ones.
  • Slide 13 - To Be ….Or Not To Be. Pour Taxpayer Money Into Helping People Deal with Hurricane Sandy and We Increase the National Debt; Fail to Help People and We Increase Voter Resentment. Help France in Its Military Operation And We Risk Increasing the Probability of Terrorism in the U.S.; Fail to Help France and We Turn Our Backs on an Ally.
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  • Slide 15 - http://www.nbcmiami.com/news/local/Hallandale-Beach-Lifeguard-Fired-For-Leaving-His-Zone-For-Rescue-161372785.html
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  • Slide 17 - RESULT Lost multi year contract $330K each year x9 = 3 million relationship. Supervisor Lost Job. Fired Lifeguard a Hero. Jeff Ellis Management Reputation has a “Brand” that may impact customer sales, customer retention. Jeff Ellis Management has a Brand that may make it hard to attract the best talent.
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  • Slide 19 - Argyris Technique
  • Slide 20 - For more information http://www.stybelpeabody.com/newsite/pdf/argyristechniques.pdf
  • Slide 21 - HR THROUGH THE YEARS Rose as a help in helping make people make the shift from farming-oriented jobs to industrial-oriented jobs. Focus on consistency, systems, and standardization. “Attract, retain, and motivate employees.”
  • Slide 22 - “LOGICAL” ALLIANCE
  • Slide 23 - HR IS UNBALANCED IN ITS VALUE TO THE COMPANY.
  • Slide 24 - WHAT’S BEEN YOUR EXPERIENCE?
  • Slide 25 - GETTING BEYOND TRADITIONAL HR If you don’t articulate the new value proposition, nobody else will.
  • Slide 26 - THINGS HAVE CHANGED BIG TIME. “employees” once meant W-2. “employees” should be replaced with “attract, retain, and motivate” those who influence customers: W-2, 1099, and even customers.
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  • Slide 28 - Power Used to be Top-Down. Now is Top-Down AND Bottom-Up. (Hallandale) This puts HR more aligned with marketing since employees communicate with their networks via social media. VP of HR at Southwest Airlines reports through the Marketing Function.
  • Slide 29 - STRUCTURE
  • Slide 30 - Hertzberg Hygiene Factors Compensation Benefits Health & Safety Compliance
  • Slide 31 - Hertzberg’s Motivational Factors Organization Development Recruitment Training & Development
  • Slide 32 - NEW DEFINITION OF WHAT WE DO.
  • Slide 33 - Attract, Retain, and Motivate the People that touch our customers. Effectiveness measured by Customer Loyalty Index of something similar.
  • Slide 34 - Skill Sets Ability to see things from both sides of the basic accounting balance sheet. Open systems thinking (e.g. Hallandale Case). Help management recognize and manage dilemmas (e.g. Hallandale Case).
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  • Slide 36 - What Needs to Be Done Self Assess Your Skills and What You Need to Survive in this New World: unlearning is MUCH harder than learning! Prepare to articulate to the CEO that “I could do so much more for our company…….”
  • Slide 37 - What Will You Do To Help Your Company and Yourself?
  • Slide 38 - SUMMARY Hallandale Case to illustrate Argyris Technique and a way to improve predictive validity of hiring. What HR was and where it needs to go. Rebrand, reposition, and new power. Unlearn old ways while learning new.
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