Dave Ulrich

Dave Ulrich

Dave has consulted and done research with over half of the Fortune 200. Dave was the editor of the Human Resource Management Journal 1990 to 1999, has 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 is co-founder of the Michigan Human Resource Partnership.

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Norm Smallwood

Norm Smallwood

“Leadership brand occurs when leaders at every level connect employee actions to desired customer experience.”

In 2010, the Harvard Business Review described Norm Smallwood as doing “innovative and ground-breaking work on effective leadership”.  He is a recognized authority in developing businesses and their leaders to deliver results and increase value. His current work relates to increasing business value by building organizational, leadership, and individual capabilities to measurably improve stakeholder confidence—thereby improving market value and shareholder return.

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Justin Allen

Justin Allen

Justin works with HR leaders in the top companies in the world, including P&G, Goldman Sachs, Intel, Unilever, Abu Dhabi Investment Authority, Wal-Mart, J&J, Pfizer, and Nokia.  The mission of the RBL Institute is to provide a forum for the world’s leading HR Strategists to generate ideas, share best practices, and participate in research.  Participants have dubbed the RBL Institute as the world’s “#1 think tank” for human resources strategy.

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Mark Nyman

Mark Nyman

Mark has spent his career assisting organizations in transforming themselves by creating strategic focus, and then aligning the design of their organizations and systems to carry out this focus. He has done executive coaching and change work in start-ups, existing organizations, mergers/joint ventures, and in numerous industries.

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Wayne Brockbank

Wayne Brockbank

Dr. Wayne Brockbank is the first partner emeritus of The RBL Group.  Professor Brockbank has made significant contributions as a Clinical Professor of Business at the Ross School of Business at the University of Michigan, and as a consultant and executive educator at The RBL Group.

Wayne’s research, consulting and teaching made important contributions to strategic human resource management strategy and implementation, and international business.  As a researcher, he co-authored four ground breaking books: Competencies for the New HR (2003), HR Value Proposition (2005), HR Competencies (2007) and HR Transformation (2009).  These books were based on the 20 year long research project on HR Competencies. He has also published significant articles in Human Resource Management Journal, Human Resource Planning, Harvard Business Review and Personnel Administrator and has contributed numerous book chapters. In 1989, 1996 and 2000, he received the best HR paper of the year from the Society of Human Resource Management and the Human Resource Planning Society.

As an educator, at the University of Michigan’s Executive Education Center, Wayne directed the Director of the Center for Strategic Human Resource Leadership.  He was the Faculty Director of the Strategic Human Resource Planning Program and Co-Director of the Advanced Human Resource Executive Program and the Human Resource Executive Program.  These executive programs are consistently rated over the last twenty years as the best HR executive programs in the United States and Europe by the Wall Street Journal, Business Week and Leadership Excellence.  He was also the founding Faculty Director of the Michigan Global Executive MBA.

He is also the Director of the Michigan Human Resource Executive Programs in Hong Kong, Singapore, United Arab Emirates and India as well as the Michigan Global Program in Management Development in India.  And, he is a Distinguished Visiting Professor of Business Administration at Instituto De Altos Estudios Empresariales (Argentina) and has taught in university executive programs in Australia, Hungary, the Czech Republic, the Netherlands, England, Korea, Kuwait, Saudi Arabia, Ireland, China, Malaysia, Kenya, Ghana and Nigeria. 


Professor Brockbank has also contributed to the development of the field of strategic HR management. He served on the Board of Directors of the Society of Human Resource Management and the Human Resourced Planning Society.  He has participated in workshops for the Academy of Management, Linkage, The Conference Board, SHRM, Singapore Civil Service, Strategy Planning Forum, IQPC, and Human Resource Planning Society among other organizations.  He has consulted throughout the world with major global corporations including the BAE Systems, Boston Scientific, Cardinal Health, Cathay Pacific Airways, Cisco, Citigroup, Eli Lilly, EQUATE, Exxon-Mobil, General Electric, General Motors, Godrej Group, Handelsblatt, Harley-Davidson, Hewlett-Packard, IBM, ICICI Bank, JP Morgan (India), LaFarge, LG Electronics, Medtronic, Microsoft, Motorola, Perez Companc, Rolls Royce, Royal Mail, Saudi Aramco, Shell, Sony-Ericsson, Tata Group, Texas, Instruments, Unilever, United Bank of Switzerland, Verizon, Wal-Mart, Walt Disney Corporation, and Wyeth.

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Call to Action:
We have enormous confidence and hope for the future of the HR profession. Over the last 20 years we have helped hundreds of organizations realign HR as a critical contributor to business success and seen significant results. In HR Champions and HR Value Proposition we provided models and ideas about how to improve HR effectiveness. In this book we lay out a clear and practical pathway to sustainable HR Transformation.  The time to act is now…. HR must give value or give notice. 

Handbook for Success:
HR Transformation is a no-nonsense handbook offering a clear process and useful tools HR leaders and line managers can leverage to position their organizations for success. By accomplishing transformation, we envision HR continuing to be center stage as organizations face greater business changes than they have ever faced. We are advocates for the profession and the leaders who make it happen. We hope this work will help continue to make HR the essential source for strategic solutions.

What You will Learn:
Many agree that HR needs to change, read this book to find out how. First, we suggest the reasons why HR matters to business leaders and ways in which HR can connect its work inside the organization to customers, investors, and community leaders outside. Next, we define outcomes of good HR work not in terms of activities, but organization capabilities.  Then we offer specific guidelines for transforming HR departments or functions, HR practices, and HR professionals.  These guidelines redesign, reengineer, and upgrade the HR profession.  Finally, we suggest specific roles for line managers, HR professionals, employees, and advisers to deliver on the hope of transformation.