User:Calty14/sandbox

=Jon Younger=

Jon Younger (born November 29, 1951) is a leading author, educator, and researcher in the field of management, a recognized thought leader in Human Resource Management, and a senior entrepreneur who has co-founded or led several successful companies. He is Partner Emeritus of the RBL Group, a global research and consulting firm where he has collaborated with partners Dave Ulrich and Wayne Brockbank on several books and many articles based on the Michigan HR Competency Study, a 25 year research study of HR professional competence and development. As a partner in RBL Group, he established and developed the strategic HR practice area, and served as a director of the RBL Institute for Strategic HR. He is also a member of the executive education faculty of the Ross School of Management, University of Michigan and the Indian School of Business in Hyderabad India. He graduated from the State University of New York at Buffalo in 1973 and earned a Ph.D. in Social Psychology from the University of Toronto in 1978.

Contributions

Dr. Younger’s primary research and educational contributions have been made in human resource management, talent development and change leadership. He teaches the Advanced HR Leadership at the Ross School, University of Michigan, as well as Strategic Talent Management at the Indian School of Business where he has also chaired the annual National HRD – ISB Talent management in India conference for the past three years. In addition, he is an invited member of the National Advisory Panel for HR Transformation of the Government of Singapore. His key contribution to Human Resource Management relates to the development and performance of Human Resource professionals and the elements of effective Human Resource Management organizations. The RBL – Ross School of Business, University of Michigan, HR Competency Study is the largest, longest, and most empirical study of Human Resources effectiveness. The work was first developed by Professors Dave Ulrich and Wayne Brockbank and has been further established as definitive in the most recent books by Ulrich, Brockbank and colleagues. These books include HR Competencies (2007), HR Transformation (2009), HR From the Outside In (2012) and Global HR Competencies (2012). In the most recent version of the HR Competency Study, the findings indicate that six competency domains are fundamental to HR professional and organizational performance. These are represented and briefly described below:


 * 1) Strategic positioner. High performing HR professionals think and act from the outside/in.  They are deeply knowledgeable of and translate external trends into internal decisions ans actions.  They understand the general business conditions (e.g., social, technological, economic, political, environmental and demographic trends) that affect their industry and geography.  They serve customers needs.  They also co-create their organizations' strategic responses to business conditions and customer expectations by helping frame and make strategic choices.