Dick Beatty, professor of Human Resource Management at Rutgers University, explains how to identify your most important positions — and get your best people into them.
Duration : 0:10:26
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Be Strategic With Your Workforce
May 26th, 2009 · 17 Comments · Business Leadership Management
Tags: beatty·business·dick·effiency·harvard·hbr·hr·human·job·organization·publishing·resources·school·structure
omg … that was to …
omg … that was to funny and completely original haha …
that was seriously priceless … i havent luaghed like that in a while …. really funny
Some analyst said …
Some analyst said that the Workforce and the organizational chart will be reinvented by 2015.
Dick Beatty is a perfect speaker, but unfortunately speaks about old-school HR style.
If you are interesting changes in HRM, read the Business IQ blog.
Something about …
Something about Dick Betty, rubs me the wrong way. Its like he doesn’t want to be there and all his facial expressions are forced.
Professor Beatty, I …
Professor Beatty, I adds credibility to the belief that people who cannot do, teach. Very little of value in the presentation, and offers little insight into the HR function. Unfortunately the HR function I am most familiar with is reactionary, not preemptive. HR is not taken seriously by senior management and is viewed as protective of whatever existing policy may be, not strategically setting the agenda. The function in many companies serves neither management or employees very well.
DJ-Superstar:
I …
DJ-Superstar:
I can describe it more casually like this:
If a company would use OR/MS to determine whether to buy a new building, or whole company for that matter based on expected output projections, then shouldn’t the same companies have just as many metrics for the employee?
Should companies raise the level of required output of a specific type of employee? Similar to knowing how much output would be expected from adding another machine to a factory etc..
-D
It’s true, it would …
It’s true, it would be really interesting for guests to get further involved or maybe more technical with the case study. You could have chosen a particular aspect of the case study and go deep into it. Very vague…
i expected …
i expected something more from harvard especially after i read the title. this was very vague and nothing we can readily use. do you guys agree or am i missing something?
this sucks;
he’s …
this sucks;
he’s not even talking about anything at all
Beatty’s main point …
Beatty’s main point that HR managers need to figure out which jobs are most important and then put the best employees in those jobs is a good one.
Dr. Beatty’s …
Dr. Beatty’s comments are very insightful! I look forward to reading his book.
ok, so why they …
ok, so why they want to have formula, procedure for each occasion, schemas and tools? because it must be system! well-designed and controled! There is no place for passion in this system.
Thanks for sharing …
Thanks for sharing Your opinion. I don’t want to force You to agree with me.
If you like to have …
If you like to have your own opinion regarding a matter, it’s important to understand that nobody can think in your place. It’s very good to listen others opinions, in order to see why they think like that and not otherwise by revealing the arguments upon they made their conclusions. I think that zeitgeist sounds very revolutionary and seems to be in our favor, but we should look at the good side of things until the change will occur, and the essence of Mr Beatty it’s correct.
You are perfectly …
You are perfectly right, but sometimes is very difficult to give a formula for a clothing company regarding the sales ociates. In my opinion, the essence of Mr Beatty it’s true, it’s ideal to have employees which they like what they do, of course maybe sounds fabulous, but every company should watch primarly on this feature. Does this guy likes to fix cars(for instance), doesen’t matter so much his level of knowledge, the knowledge can be improved anytime, but the pleasure, the passion never
9:00 “loves what …
))) hahaha 
I guess people in general work mostly for money because this whole system is designed to be like that… money are the motivation factor these days! I know what You mean but I guess it is not possible in this whole system. Moreover I guess You shouldn’t expect from people to work for fun or because they like not for money… if somebody know something = blue collar worker… mentoring is unknown…
9:00 “loves what you do, be happy in work?” – in monetary system?
i agree with your …
i agree with your comment
Mr Beatty talked a …
Mr Beatty talked a lot of theory without any real substantive or concrete examples or elaboration. When the presenter tried to give “some life” to the conversation, and asked how a clothing company could get the very best out of its sales ociates and where it could hire the best sales ociates from, Mr. Beatty’s answer was vague and can, i think, be summarized as: “You want people who know about fashion and understand fashion and like helping people.”
This was a v bad video. 1 star.