High Performance HR Playbook - Building an end to end HR value chain to drive High Performance

Last updated on Mar 7, 2024

In addition to ScalingUp Playbook, the High Performance playbook takes a practices approach to up the capability maturity of discrete functional areas, across entire HR value chain.

Fundamental difference between ScalingUp Playbook & High Performance Playbook

Both resonate to different problem statements - ScalingUp focusses more on driving alignment with key practices building them up at fundamental level, whereas the High Performance focusses on taking these key practices to next level of performance

Value Unlocked from High Performance Playbook ~ 70% - 120% of current performance

Over last decade, I have been fortunate to work with high growth setups, where I could experiment with deploying these practices within control groups & then scaling it up to overall company level. Picking from these, here are the observations:

a) Talent Acquisition + Culture, Performance Management & Compensation are key drivers to unlocking substantial value. Infact, between them, they would be able to unlock ~ 60% - 80% of performance increase (vis a vis the current setup). Hence, at a fundamental level, it's very important to start with Talent Acquisition + Culture (especially when you are on a high scaleup mode) and Performance Management (as it sets the tone with existing team to drive right expectations & yardsticks of its measurement). Both of which, should be tied with Comp & Ben philosophy to drive stronger positive correlation, evident to incentivizing value creation & value sharing with the team.

b) Building on this fundamental layer, Talent Management, Employee Engagement & Talent Pipeline are the additional layers to drive incremental value unlocking. This would not mean in anyway that working on these are optional or lack of high degree of value unlocking. Rather, it just means that these layers can only be build over a fundamentally strong basic layer (Talent Acquisition + Culture, Performance Management, & Comp and Ben), driving an additional 30 - 50% additional value unlocking.

c) The objective of High Performance playbook is to build fundamental key constructs/nudges to drive Performance, Capability building, Growth & Rewards sharing with first principles approach, aligned to direct value creation for business, high objectivity & measurements, and its incentivization, thus creating a high performance human capital + culture flywheel.