HRINZ Conference 2005 Working Through Values Working Through Values  

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Keynote Speakers

Day Two – Thursday 15 September

9.00am-10.30am - Opening Keynote Address

Dave Ulrich    

Human Resource Value Proposition

Dave Ulrich, live via satellite

This session will help participants identify what’s next for human resources and build a specific action plan to respond to the future. The session is woven around a simple premise: HR must add value. Value is defined by the receiver more than the giver and the receivers of HR include those inside (employees and line managers) and those outside (customers and investors) the firm. HR will help employees have both competence and commitment, line managers deliver strategies through organization capabilities, customers have a long term connection, and investors gain intangible market value. To deliver this value, HR practices, functions, and professionals must change. HR practices in people, performance, information, and work need to be both innovative and aligned to each stakeholder. HR functions must have clear strategies that turn business aspirations to individual actions and be appropriately organized through technology, service centres, centres of expertise, and embedded HR. HR professionals must demonstrate competencies and play roles to create value. The session will be woven around 14 new criteria for HR. These criteria identify what HR professionals should know and do to make value happen.

In specific, participants will leave the session able to:

  • Identify critical business conditions that give rise to the importance of HR. The HR professional can build a business case for HR and have a conversation with business leaders.

  • Recognize how HR adds value to employees, line managers, customers, and investors. The HR professional can make sure that work starts with a clear sense of where it adds value.

  • Determine how to audit and upgrade investments in HR practices around people, performance, information, and work. The HR Professional will be able to create a menu of choices for good HR work.

  • Ensure that the HR function is correctly organized and focused. The HR professional will know the steps to creating an HR strategy and the choices for designing an HR function.

  • Improve their personal performance by knowing what roles they should play and what competencies they must master. The HR professional will know specific things they should know and do to be more effective.

The session will be interactive and offer many examples and tools that should turn the ideas into action.

Dave Ulrich is a Professor of Business at the University of Michigan. He recently completed a three year sabbatical and has been on sabbatical as President of the Canada Montreal Mission for the Church of Jesus Christ of Latter–day Saints (July 2002 through July 2005) Professionally, he studies how organisations build capabilities of speed, learning, collaboration, accountability, talent, and leadership through leveraging human resources. He has helped generate multiple award winning data bases that assess alignment between strategies, human resource practices and HR competencies.

He has published over 100 articles and book chapters and 12 books: Human Resource Value Proposition (June 2005 with Wayne Brockbank) (Harvard), The Future of Human Resource Management (June 2005 with Michael Losey, Sue Meisinger) (Wiley), Human Resources Business Process Outsourcing (Ed Lawler, Jac Fitz–enz, James Madden) (Wiley). 100 Things You Need to Know: To manage people effectively and to design better people practices (Robert Eichinger and Michael Lombardo) (Lominger). Competences for the New HR (with Wayne Brockbank) (Society for Human Resource Management); Why the Bottom Line Isn’t: How to Build Value Through People and Organization (with Norm Smallwood) (Wiley), GE Workout (with Steve Kerr and Ron Ashkenas) (McGraw Hill), HR Scorecard: Linking People, Strategy, and Performance (with Brian Becker and Mark Huselid) (Harvard Business Press), Results Based Leadership: How Leaders Build the Business and Improve the Bottom Line (with Norm Smallwood and Jack Zenger) (Harvard Business Press), Learning Capability: Generating * Generalizing Ideas with Impact (with Arthur Yeung, Mary Ann Von Glinow, Steve Nason) (Oxford); Tomorrow's (HR) Management (with Gerry Lake and Mike Losey) (Wiley); Human Resource Champions: The Next Agenda for Adding Value and Delivering Results (Harvard Business Press); The Boundaryless Organization: Breaking the Chains of Organization Structure (with Ron Ashkenas, Steve Kerr, Todd Jick) (Jossey Bass); The Boundaryless Organization Field Guide (with Ron Ashkenas, Todd Jick and Katy Paul–Chowdhury.) (Jossey Bass); Organizational Capability: Competing from the Inside/Out (with Dale Lake) (Wiley).

Professor Ulrich was the Editor Human Resource Management Journal (1990–1999), served on the editorial board of 4 other Journals, is on the Board of Directors for Herman Miller, is a Fellow in the National Academy of Human Resources; and co–founder of the Michigan Human Resource Partnership. Honours include:

  • 2001: Ranked by Business Week as #1 management educator and guru
  • 2000: George Petitpas Memorial Award from World Federation of Personnel Management for lifetime contributions to human resource profession
  • Listed in Forbes as one of the "world’s top five" business coaches
  • 1998: Award for Professional Excellence for lifetime contributions for intellectual leadership of the profession from Society for Human Resource Management
  • International Association of Corporate and Professional Recruitment, and Employment Management Association, lifetime achievement (PRO) award.
  • 1997: Warner W. Stockberger Achievement Award. Awarded by International Personnel Management Association to "recognize an individual in private or public life who has made a contribution toward improvement of public personnel management at any level of government."
  • 1995: The Pro Meritus Award from the Employment Management Association for "outstanding contribution to the human resources field,"
  • 1994: Elected Fellow, National Academy of Human Resources
  • 1993: Listed in Business Week in 1993 as one of the "top ten" global executive educators
  • 1992: Awarded "paper of the year" award by Human Resource Planning Society
  • 1991: Awarded "researcher of the year" award by Society for Human Resource Management
  • He has consulted and done research with over half of the Fortune 200.


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