Step 4: Identify the Required Workforce Competencies and
Behaviors: The question here is, "What employee competencies
and behaviors must our employees exhibit if our company is to
produce the strategically relevant organizational outcomes, and
thereby achieve its strategic goals?" At Einstein Medical,
employees had to take personal accountability for their results, and
be willing to work pro actively (be "generative") to find new and
novel solutions.
Some strategic HR experts, notably Becher, Huselid, and Ulrich,
refer to required workforce competencies and behaviors like these
as HR deliverables (because the HR system's training and other
activities can help to produce or "deliver" them). Competencies and
behaviors such as personal accountability, working pro actively,
motivation, courteous behavior, and com TIitment produce
strategically relevant organizational outcomes, and thereby drive
organizational performance.Step 5: Identify the Strategically Relevant HR System Policies and
Activities: Once the HR manager knows what the required
employee competencies and behaviors are, he or she can turn to
the task of identifying the HR activities and policies that will help to
produce these employee competencies and behaviors. At Einstein
Medical, a new service delivered was one strategically relevant
organizational outcome. To produce this outcome, Einstein's
employees had to be willing to work proactively to find new and
novel solutions, so this was one strategically relevant workforce
competency / behavior. The question in step five is, What HR
system policies and activities will enable us to produce those
workforce competencies and behaviors?" For Einstein Medical, the
answer included special training programs and changing the
compensation plan.