Comment on Ingham Blog see: http://strategic-hcm.blogspot.com/2009/07/dave-ulrich-hr-transformation-book.html

Thanks for the debate on the Issue as most of it is covered in my PhD research on the Issue of HR Transformation. That is normal and healthily and showing that we are going in the right track of building new HR of new look that add value to the business key stakeholders.
In my view, the transformation of the HR starts from the strategic alignment of the HR strategy with business strategy. We have to agree that there is no separate HR strategy. The HR strategy is an integrated part of the business strategy. What I have seen in many organizations is totally different. However, business leaders use to set plan for overall business strategy which include the business transformation without giving consideration to aligning the HR strategy with business strategy they come at the end with strategy failure or strategy drift as they ignore one of the main business resources which is HR.
In my reading to the book I Observed that Dave Ulrich did not make it clear which come first the strategy formulation or the transformation who is the cause and who is the event?
Also, there is a lot of debate about the business capabilities. I agree with you that Capabilities are combinations of human, social, intellectual capital (total of the intangibles)or(Human Capital) combined together and integrated with organizational capital ( the tangibles). We as HR professional can add value to business when we leverage the intangible capabilities which by cause and event add value to the business and contribute directly to the leverage of the other organization capabilities (the tangibles). The result and outcome will be the business success and the sustainable competitive advantage and the satisfaction to our stakeholders . That is the idea of HR Transformation by building human resources from Inside Out.