beyond a model:

a new language for HR world

Pitagora 4.0 for Human Capital

www.ambire.net

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Pitagora 4.0 – why and what

Our Vision - beyond business process re-engineering - the focus must be on relations and communities among people (inside and outside companies) - each person is not a resource “tout court” but a owner of resources - every day she/he decides to let them avaible for her/his company

Pitagora 4.0 is a new model carried out by Ambire to sort : - where companies HR system can increase (or miss) value - how it could be measured - which language should be used

WHY

WHAT

Create a

LANGUAGE

Measure

INTERACTIONS

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Pitagora 4.0 - why and what

compa

ny

organiz

ation people

sets objectives and results

fixes processes & rules

have feelings and behaviours

navigation

monitoring

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We need right and effective navigation instruments for

Pitagora 4.0 - why and what

route tracking goal setting

continuous reviewing

(re-engineering)

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Running the right way Running the wrong way

It could give the same sensation: it’s a real right situation or it’s a tricky one

What we really need is

To be really right, being sure of that without any reasonable doubt

To realize of being wrong, without any reasonable doubt, and act immediately a changing strategy

Pitagora 4.0 - why and what

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Goals gate1

Capacities gate 3

Behaviours gate 4

Results gate 5

Social effects gate 6

Adherencegate 2

“people sea”

“company sea”

New HR value chain: route and critical gates, where the system (people-organization-company) could produce or miss value

Pitagora 4.0 - How

Goals

Adherence

KPI 1

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The six critical gates became the axes of the Pitagora 4.0 six matrices

From the matrices to the six “Pitagora 4.0” KPI’s : - KPI 1 Interiorization - KPI 2 Energy - KPI 3 Functioning - KPI 4 Rendering - KPI 5 Transformation - KPI 6 Social Sensibilty

Pitagora 4.0 - How

Adherence

Capacity

KPI 2

navigation

instruments

Capacity

Behaviours

KPI 3

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gathering data / rating

Pitagora 4.0

Algorithm 1

Pitagora 4.0 - thinking model

Goals

Adherence

axes value

Find the value of every axis - Six axes

Calculate the six matrices

Report KPI’s rating

Capacity

Behaviours

Interiorization Functioning

matrices value

others

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Pitagora 4.0 can use some gathering and rating methods

Survey P 4.0 stands out as reported on graphics below

Survey P 4.0 has three versions: short, medium, extended

speed

reliability

replicability

autodiagnosis

interviews

focus groups

sna/ona

community

Survey P 4.0

sentiment

interviews

focus groups

sna/ona community

autodiagnosis

sentiment

reliability

Survey P 4.0

sna/ona = social network analisys and Organization network analisys

gathering data and

rating tools ranking

Pitagora 4.0 - gathering methods

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Running HR world needs more than one set of intruments

Pitagora 4.0 can go further and work out a set of “route indices”, using the KPI’s rating, that could help setting the action plan

understanding alignment trasversality potential energy

system operations tactics social

sensibility

Cluster people

Cluster organization

Pitagora 4.0 - behind KPI’s

route

indices

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Two measures for system value and human capital value: - Capital hu obtained from labour cost submitted to route indices

- Index of capital hu percentage of labour cost trasformed in human capital

Capital hu = submitted to

Index of Capital hu =

Labour

Cost

Route

Indices

Labour

Cost

Capital hu

That value show us the amount of labour cost trasformed in Human Capital

This is percentage a benchmark value: - same company in different moments - different companies

Pitagora 4.0 - index

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1) To know if and where the system misses value

2) How to fix it

3) To evaluate any action Return Of Investments

4) To find benchmarks: internal year vs year

external companies vs companies

within geographical areas, industry size

..........

Pitagora 4.0 - why at the end