Transformative HR - Evidence Based Change

Transformative HR by John Boudreau and Ravin Jesuthasan , shows how some organisations are redefining HR leadership by using evidence–based change to optimise efficiency, effectiveness, and strategic impact. They present a fascinating view on the impact of "mental models" on how HR's positioning. The authors go on to claim that there are five principles to the "new HR decision science":

Logic–driven analytics, segmentation, risk leverage, synergy and integration and optimization.

At this point that I have to press the pause button.  What on earth does all that mean? 

The authors go into each of the 5 principles and describe what they mean and how to implement them.  The problem I have is  - why on earth do such clearly intelligent HR thinkers have to resort to such horrid language and expect the reader to possess translation software to understand their point?  I worry that the "mental model" being taken here is academically focused -  this is fine but it also feels like it is attempting to give HR practitioners a new language that can can be used to impress their organisations and colleagues.  The fact is – the more someone understand something the simpler the language they are able to use to describe it.  In this context at least, I’m afraid the book fails to demonstrate much true understanding.

All-in-all I feel a little frustrated by this book, especially as it had some very useful ideas and interesting in–depth case studies of companies such as Coca–Cola, IBM, Royal Bank of Canada and Royal Bank of Scotland.

Come on chaps let’s have a shorter, clearer, follow up – we really are interested in your thoughts.