How to apply Category Theory into real-world HR

Following up from my recent post on using Category Theory concepts to simplify HR work, I will use the Leadership Development Equation to demonstrate as a simple working example.

The above example illustrates a simple structural relationship between parts (Objects) important in leadership development work.?

STEP 1: Defining the Objects

• Succession Planning (SP)
• Candidate Readiness (CR)
• Leadership Development (LD)
• Leadership Appointment (LA)
• Leadership Fit (LF)
• Redeployment (RD?

STEP 2: Defining the Transitions (Arrows)

The arrows represent the Transitions that occur between Objects.?

The examples shown in my post include:

• CR -> LD, which assess Candidate Readiness to Leadership Development
• CR -> RD, which transits a Candidate Readiness to Redeployment status if they do not meet baseline requirements for further leadership development
• LD -> LA, where Leadership Development resulting in Leadership Appointment
• LF -> LA, where Leadership Fit ensures a candidate is qualified and competent to remain in a leadership position

• LF -> RD, where Leadership Fit checks determine that a candidate is no longer suitable to remain in a leadership position.

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STEP 3: Defining the Functors

These are identified by the ‘Metric’ label in my examples in this article and the post and provide the criteria to evaluate data, status, performance or condition.

Functor 1: Candidate Readiness Index (CRI), which we will simply by using only three components for learning purpose;

• Length of Service in organisation (LengthS)
• In-Company Sponsor Recommendation (Spr)
• Current Performance Evaluation Score (PE)

Functor 2: Leadership Promotion Rate (LPR)

Functor 3: Leadership 360 Score (‘L360’)

Functor 4: Candidate Health (CH)

Functor 5: Candidate Retirement Age (CRAge)

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STEP 4: Establishing the criteria for Functors

This step defines the criteria or acceptable quality that metrics must meet in order to satisfy the condition(s).

Functor 1: Candidate Readiness Index (CRI)

• LengthS(CR) > 3yrs
• Spr(CR) = Yes
• PE(CR) = A grade

Functor 2: Leadership Promotion Rate (LPR)

• LPR(LD) > 70%

Functor 3: Leadership 360 Score (‘L360’)

• L360(LF) > X t-score (as determined by the organisation policy)

Functor 4: Candidate Health (CH)

• CH(LF) = Pass (by certified company doctor)

Functor 5: Candidate Retirement Age (CRAge)

• CH(LF) < 63 yrs (Singapore’s retirement age in 2023)

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STEP 5: Expression into equation

To show the equations correctly in this article, I used the equation generator from Hostmath to partially generate the image below.

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With the equations in place, the next question asked will be how to use them in a meaningful way so that leadership development work can be simplified. ?The solution lies in HRIS and automation.?

?Limited by my technical knowledge of HRIS, the idea scenario is that the HRIS team in the organisation will be able to programme the equations to extract and display the information on a HR dashboard.? A report will identify and list all candidates with potential for leadership development via API or script from the mainstream HRIS system e.g. Workday.

The leadership development team and HR management may then use these reports for clearance with the senior leadership and board, before to conduct interventions and run the supporting activities to activate the leadership development and review programmes.

?In concluding, the potential for Category Theory application is limited only to imagination and the skill of HR practioner.? Its versatility for application into the varied functions and HR and even beyond HR work makes it a knowledge worth pursuing.

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