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How to Enable and Measure Culture Transformation

By | David Green 🇺🇦 | Co-Author of Excellence in People Analytics | People Analytics leader | Director, Insight222 & myHRfuture.com | Conference speaker | Host, Digital HR Leaders Podcast

Let’s measure our culture before transformation and after transformation. And let’s see if the digital tool that we’re going to develop is going to improve and speed up change management

When Jaclyn Lee, my guest on this week’s episode of the Digital HR Leaders Podcast, started her role as Chief Human Resources Officer at the Singapore University of Technology and Design (SUTD) in 2009 she had to create the whole people and culture strategy from the ground up. SUTD was new, but had a clear vision to become a leading research-intensive global university focused on technology and all elements of technology-based design.

Over the last 12 years, as she outlines in our conversation, Jaclyn has played a pivotal role in helping SUTD achieve this vision. As you’ll learn, Jaclyn has used data, analytics and technology in the culture transformation program at SUTD and brought the people within the organisation together in a way that ensures their diverse values are aligned.

You can listen by clicking on the image below or by visiting the podcast website here

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Throughout this episode, Jaclyn and I discuss:

  • How to attract a diverse pool of international talent to a brand-new university: “(One of the) things we did to attract talent (was to emphasise to prospective faculty) that they would have an opportunity to work with a start-up university, a blank sheet of paper, there’s nothing there. You get to create.
  • Bridging the practitioner–academia divide to develop a tool to measure culture transformation: “(Our) Organization Culture Diagnostic Instrument measures your current culture, your desired culture, and at the end we have a gap analysis, (which enabled us to target actions to) close the culture gap.
  • Establishing a data driven workforce planning process at the university and overcoming initial resistance by establishing a task force: “When we were able to look at each job and collect that data and the step-by-step process, we could then look at the steps you can eliminate. But without the data you couldn’t do that.

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