Identify ways to better integrate HR staff at senior levels,permitting HR to better understand and contribute to the association’s business strategy.

The Differentiated Workforce

For change and guide the process (which was called the Winning With Talent taskforce [WWT]). Most important, the CEO, Cass Wheeler,gave the taskforce full support and encouragement. Second, AHA
developed a workforce philosophy that communicated the new role of talent in AHA’s strategic success and the expectations and responsibilities required to implement that new role.

Operationally, Wheeler asked the WWT taskforce to design and implement an effective solution to these problems. Working with an external consultant (Mark Huselid), the WWT team concluded that to
be successful, they would need to accomplish the following tasks:

• Identify the key capabilities needed to deliver on the AHA strategic plan.

• Develop an association-wide workforce strategy.

• Implement workforce differentiation and the strategic position concepts to ensure that talent is used effectively to execute strategy.

• Develop a new approach to goal setting, performance management, and incentives, and a methodology for rating and ranking staff in key positions.

• Develop and market an AHA employment brand.

• Identify opportunities to simplify routine HR functions.

• Identify ways to better integrate HR staff at senior levels,permitting HR to better understand and contribute to the association’s business strategy.

• Identify future HR skill sets necessary in the workforce.