Remove 2015 Remove CHRO Remove Competencies
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Why Connecting Workforce Outcomes to Business Outcomes Matters

Visier

The CHRO of a large organization had called to get advice on a vexing issue. Many of us in the room wondered if the CHRO should consider objecting to the deal. It worked, and the CHRO saved the company $10 million. What should they do? Few of us expected the answer that was given: reduce the acquisition price by $10 million.

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Driving Success through the Employee Experience

HR Digest

Next, there are two other skills I think are critical, but certainly review additional industry HR competency models to consider what you uniquely need to develop. What was that one lesson you learned in your journey as a CHRO that helped you a lot? This is as much of your job as anyone else’s.

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The Business Case for Culture: Interview with Workday’s Ashley Goldsmith

Workday

Ashley Goldsmith is chief human resources officer (CHRO) at Workday, with global responsibility for all human resources functions, internal communications, and the Workday Foundation. Earlier this month, Goldsmith was named to the San Francisco Business Times’ list of “The Most Influential Women in Bay Area Business 2015.”.

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Finally, a Sympathetic Deconstruction of What HR is Doing Wrong!

HRExecutive

When was the last HR academic paper you, your boss, your CHRO or your CEO read? Many of those people will read the Harvard Business Review, where the co-authors published a performance-management cover story in 2015, or dip into the good research coming out of McKinsey. They are tough sledding.

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Strengthening the HR-Digital Connection

HRExecutive

For example, a 2016 study from PwC found that 19 percent of 2,500 large global companies reported having a CDO in place, up from just 6 percent of employers surveyed in 2015. CDOs are not entirely new, but they are growing in number. Together, the vision for a digital organization becomes achievable,” he says.

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Demand for HR Analytics Roles Remains Strong, but Slowing

Bersin with Deloitte

Some of the investments cited in the survey are encouraging – such as hiring a CHRO with a strong analytics background, or with finance or business experience. They will need to compete with many other functions to get the data and analyses they need (and think about how well this works today with IT.) See Figure 2.).

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Demand for HR Analytics Roles Strong, but Slowing

Bersin with Deloitte

For the companies that are investing, some of the efforts are encouraging – such as hiring a CHRO with a strong analytics background, or hiring an HR leader with finance or business experience. Source: Harvard Business Review Analytics Services and Visier, 2015. See Figure 2.). Analytics is a journey, so why not start now.