Comments on: (Re)Organizing for Performance Effectiveness

By: Performance - Collaboration - Social Network Analysis - eLearning Hot List

Performance - Collaboration - Social Network Analysis - eLearning Hot List — Wed, 17 Jun 2009 12:02:17 +0000

[...] Organizing for Performance Effectiveness, June 1, 2009 [...]

By: Collaboration - Knowledge Management - Expert - Hot List

Collaboration - Knowledge Management - Expert - Hot List — Thu, 11 Jun 2009 19:56:51 +0000

[...] Organizing for Performance Effectiveness, June 1, 2009 [...]

By: Tom Gram

Tom Gram — Tue, 09 Jun 2009 15:20:38 +0000

John;
Thanks for the comment. I agree “staff” roles can struggle for credibility with their “line” clients. Sometimes it’s justified and other times it’s just a line knee-jerk response. I think it’s great when line managers are interested in leading staff functions for a period of time but I don’t think it’s essential for the success of staff groups. As HR, Training, Quality etc. become more business conscious and accountable for contributing to real results the old staff-line gap is closing and staff functions can be a credible stage in management succession planning.
Tom

By: John Holt

John Holt — Fri, 05 Jun 2009 22:58:10 +0000

Tom,
I very much ennjoyed your post – working across Australasia, UK, USA and India I can definitely relate to the proposed role and functions within your post.

One of the key issues around the reorganised roles and responsibilities seems to openly be capability and experience within senior HR leaders -many have confided in me that they see real challenges in taking on the CPO role without some depth in a line business role outside of HR.

I think this is one of the key reasons we are not seeing the transition faster but I believe it will happen and makes total sense.

Thanks for keeping it interesting.

best regards

John

By: Harold Jarche » Workers, Management and Work Support

Harold Jarche » Workers, Management and Work Support — Tue, 02 Jun 2009 19:36:29 +0000

[...] just training or HPT. I previously wrote that we should integrate our work support departments and Tom Gram shows how this can be done by designing an organizational effectiveness function or creating [...]

By: Tom Gram

Tom Gram — Tue, 02 Jun 2009 15:22:10 +0000

Kevin:
Thanks for your comment. Quality and training are a natural fit and if you start to merge processes they can enhance each other greatly. Toyota Talent, a current book by Liker and Meier is a great reference for how Training can support Quality and visa versa. Good luck…and yes I’d love to hear about your progress as you present it to your pilot group.

Tom

By: (Re)Organizing for Performance Effectiveness | gram consulting | Training Sussex

Mon, 01 Jun 2009 21:49:22 +0000

[...] Continued here: (Re)Organizing for Performance Effectiveness | gram consulting [...]

By: Kevin Bruny

Kevin Bruny — Mon, 01 Jun 2009 21:27:22 +0000

Tom, what a timely post. I needed this several weeks ago as I am merging a Corporate University and a Quality Office into one department that is focused on Org. Performance. You hit a homer with this post. I would be glad to share our outcomes as we present it to a pilot group of customers this week and to the County Administrator, who requested this merger next week. The two leaders are committed to making this work to demonstrate our abilities to our organization. Wish us luck!

Kevin