Professor Baruch Lev talked of some critical business intangibles that leading companies build to get competitive advantage. The solidity of these intangibles will speak about the possible viability of an organization e.g. brands, leadership, patents, trade marks, investment in R & D, systems, etc. Can you suggest some HR intangibles that HR departments should focus on so that it becomes a strategic business partner of the organization?
I think, Patrick, you are suggesting the following:
1. Employer brand-building
2. Customer-oriented behaviour
3. Constantly innovative spirit
4. Flexibility as opposed to rule-centricity (like in Google)
I agree with you. These are important HR intangibles
According to a survey (2010) by Fraunhofer and others among 947 representatives from German industry (34%) and service firms (65%), the most relevant intangible drivers of business success are in decreasing order:
- professional competence of employees (7,1 of 10)
- relations to customers (6,8)
- motivation and ambition of employees (6,6)
- social skills and communication of employees (6,6)
- leadership skills (6,3)
- internal cooperation and knowledge transfer (6,1)
source: http://www.akwissensbilanz.org/Infoservice/Infomaterial/Haupstudie_Wissensstandort_DE.pdf (German text)
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