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SAP Innovation
JUNE 30, 2015
Last week I got to play DJ and spin some great examples of the new kind of HR leader. In a few days, along with some 15,000 others, I’ll hit Vegas for SHRM 2015. We’re not in the desert to debate whether the HR ecosystem is changing — we know the answer to that one. The onus now: HR leadership 3.0. Chief Human Resources Officers are trending , and they’re going to become more common. Here are 5 traits for the CHRO A-game: 1.
Visier
OCTOBER 16, 2015
“HR Tech is closer to a marathon than a sprint,” notes the event’s Co-Chair Steve Boese ( @SteveBoese ) in his annual conference tips post. Here is a list of five must-attend HR Tech sessions for 2015 that promise to give you real, actionable tips you can use as a strategic HR professional: #1. CHRO Perspectives on HR Tech Monday, October 19th at 3:30 p.m. Awesome New Technologies for HR Tuesday, October 20th at 8:30 a.m.
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SAP Innovation
JUNE 30, 2015
Last week I got to play DJ and spin some great examples of the new kind of HR leader. In a few days, along with some 15,000 others, I’ll hit Vegas for SHRM 2015. We’re not in the desert to debate whether the HR ecosystem is changing — we know the answer to that one. The onus now: HR leadership 3.0. Chief Human Resources Officers are trending , and they’re going to become more common. Here are 5 traits for the CHRO A-game: 1.
Cornerstone On Demand
NOVEMBER 5, 2015
Human resources, of course — a department that rarely has influence in the C-Suite. Corporate culture is transmitted from the top down, so a culture that values its people first needs HR in the C-Suite. Here, five reasons a CHRO is invaluable when it comes managing a company's greatest asset — its people — and their contribution to its success. Increasing Bottom-Line Results. Talent Management HR Talent Management
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Visier
NOVEMBER 19, 2015
Earlier this month we were fortunate to host an interactive HR Leadership workshop for Visier customers, led by father of modern HR and leading business consultant Dave Ulrich. In this workshop, Ulrich focused on the top questions of the group, the first of which was focused on, “What is blocking HR’s progress?” Here are some key takeaways. The implication according to Ulrich: Great #HR leaders who know the business are well-positioned to become successful CEOs.
Visier
OCTOBER 16, 2015
“HR Tech is closer to a marathon than a sprint,” notes the event’s Co-Chair Steve Boese ( @SteveBoese ) in his annual conference tips post. Here is a list of five must-attend HR Tech sessions for 2015 that promise to give you real, actionable tips you can use as a strategic HR professional: #1. CHRO Perspectives on HR Tech Monday, October 19th at 3:30 p.m. Awesome New Technologies for HR Tuesday, October 20th at 8:30 a.m. HR News & Trends
Cornerstone On Demand
OCTOBER 29, 2015
She's a chief human resources officer who has focused on building value in worker-employer relationships since she started in HR more than 12 years ago. " She was trained in a "hire-to-retire" mindset, and her talent battles were won with great succession planning, performance management, learning and development and robust benefits packages. And Cindy, our fictional CHRO, was dumbfounded: What happened?! Meet Cindy.
Visier
APRIL 27, 2015
More than ever before, the business world needs strong HR leaders. A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. The results are clear: strong CHROs are crucial to business success. So when HR works, it works. What CEOs Want: Is HR There Yet? The Case Against Splitting HR.
HR Times
AUGUST 1, 2017
If your goal is the CHRO chair, how are you preparing yourself to take the helm? If you are a senior HR executive, how are you grooming your successor? Next Generation CHRO Academy. By their own admission, HR executives are struggling to keep up with the near constant change and disruption that characterize business today. Only 35 percent rated their capabilities good or excellent this year, down from 39 percent last year and 36 percent in 2015.
Visier
JULY 9, 2015
It’s time to put HR on an equal footing with Finance. Who decides what is the right budget to cover the people resources or how many resources are affordable within the budget? Still, because people are hard to define only by numbers, CEOs want the CHRO to be a strategic talent advisor who can also speak the language of the business with hard data. According to the survey, the sought-after HR leader is: Data-Driven.
TalentCulture
JANUARY 20, 2015
We couldn’t have been happier with our entrepreneurial endeavor and were already planning how we’d spend the loot at the mall that afternoon. Hey, hiring plans across the board are favorable: According to the recent Vistage CEO confidence index survey , 62 percent of respondents plan to expand their workforce in the year ahead, up from 56 percent in the fourth quarter of 2013 and the highest since the first quarter of 2006. “Midway hawkers calling. Try your luck with me’.
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TLNT: The Business of HR
JUNE 18, 2015
Editor’s Note: This is the both of 12 essays from the new book, The Rise of HR; Wisdom From 73 Thoughts Leaders. It’s compiled by Dave Ulrich, Bill Schiemann and Libby Sartain, and sponsored by the HR Certification Institute. In the summer of 2014, Ram Charan published an article in the Harvard Business Review titled It’s Time to Split HR. However, I very much concurred with Ram on his basic premise — more HR leaders need to be better business partners.
Analytics in HR
SEPTEMBER 2, 2021
Welcome to another exciting episode of All About HR! This is the podcast & video series for HR Professionals and business leaders who want to future-proof their organization and learn about the latest trends & insights from industry experts, CHROs, and thought leaders. .
Analytics in HR
SEPTEMBER 2, 2021
Welcome to another exciting episode of All About HR! This is the podcast & video series for HR Professionals and business leaders who want to future-proof their organization and learn about the latest trends & insights from industry experts, CHROs, and thought leaders. .
Visier
MAY 12, 2015
Great HR leaders understand this and can demonstrate how workforce dynamics impact business outcomes. Total human capital costs average nearly 70% of the operating expenses of most organizations. This means that, in addition to considering human dynamics, the modern CHRO has the challenge of helping the company develop resource plans that are matched to financial expectations while delivering or exceeding desired business outcomes.
Visier
AUGUST 28, 2015
HR topics like workplace culture, compensation, and diversity often go viral. But what about less “Hollywood” topics that are keeping HR and business leaders up at night? We searched for articles about day-to-day HR issues that earned high numbers of social media shares over the last 12 months, and found 18 popular articles on subjects ranging from recruitment and retention to strategic CHROs. Data-Driven HR. Amazon’s alleged “bruising workplace.”
NoExcusesHR
JULY 8, 2015
This is the second in a series of posts about SHRM's Global Chief Human Resources Officer (CHRO) Summit that was held in conjunction with the national conference. It was an amazing collection of senior human resources executives from around the world who gathered for an in-depth and inspiring meeting in Las Vegas. -- Imagine the future of human resources. CHROs from around the world wrestled…sort of…with what that future state will be for HR.
Visier
APRIL 27, 2015
More than ever before, the business world needs strong HR leaders. A February 2015 study — conducted by Harris Poll on behalf of Visier — surveyed 301 corporate executives at companies with revenue of $1 billion or more across America and asked about sought-after HR leadership skills. The results are clear: strong CHROs are crucial to business success. So when HR works, it works. What CEOs Want: Is HR There Yet? The Case Against Splitting HR.
Visier
MAY 21, 2015
As an HR leader, you know that people sometimes behave irrationally: they can let office politics get in the way of productivity or abruptly leave a job because something set them off. And yet, the advice of HR — the people experts — often falls on deaf ears among the P&L crowd. Not only will the organization build a better plan that will positively affect the bottom line — it will help you establish credibility in the process as a strategic HR leader.
Hyrell
DECEMBER 10, 2015
On the HR front, 2016 may be a good time for leaders to initiate organizational change. Use a top-down approach to make the case for strategic HR in the C-suite and simultaneously, focus on a bottoms-up, grassroots movement to increase employee engagement and create cultural change from within. HR and the C-Suite: Winning a Seat at the Table. However, many executive teams overlook the importance of the HR function.
NoExcusesHR
JULY 1, 2015
This is the first in a series of posts about SHRM's Global Chief Human Resources Officer (CHRO) Summit that was held in conjunction with the national conference. It was an amazing collection of senior human resources executives from around the world who gathered for an in-depth and inspiring meeting in Las Vegas. - So how does the infamous war for talent, Gen Y, succession planning and.the National Football League (NFL) make it into a CHRO session?
RiseSmart
AUGUST 11, 2015
Top HR Trend: HR in the C-Suite The RiseSmart Team Tuesday, August 11, 2015. Just a couple of months ago, Forbes named the Chief Human Resources Officer (CHRO) a “ game-changer ” in company leadership – and it’s about time. For a long time, HR leaders have found themselves on the outside looking in at the C-Suite (where decisions are made on a daily basis that affect talent management). .
Visier
MAY 21, 2015
As an HR leader, you know that people sometimes behave irrationally: they can let office politics get in the way of productivity or abruptly leave a job because something set them off. And yet, the advice of HR — the people experts — often falls on deaf ears among the P&L crowd. Not only will the organization build a better plan that will positively affect the bottom line — it will help you establish credibility in the process as a strategic HR leader.
HR Times
SEPTEMBER 11, 2015
When the business is moving, HR can lighten the load. Posted by Danielle Feinblum on September 15, 2015. Businesses move for many reasons—to support changes in the underlying operating model, to be closer to markets, customers, and resources (human or natural), to consolidate operations to save costs, to accommodate growth or divestiture via M&A transactions, to realize tax advantages, and more. Key strategies for relocation.
OmegaHR Solutions
AUGUST 7, 2015
Companies and boards have come to realize that the CEO is a key player in attracting and retaining the talent needed to take the company into the forefront of their industry. But CEOs need to change in order to do that and HR is in the best position to help them do so. Webb states that “having an inspiring and engaged workforce is key to success.” In my opinion there is no one in the organization better suited to help the CEO change than the Chief Human Resources Officer.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
HRExecutive
SEPTEMBER 18, 2015
It was based, in part, on an article appearing in the Harvard Business Review under the headline, “Why Chief Human Resource Officers Make Great CEOs.” The story makes the point that the ideal corporate leader is one who understands the traditional guideposts of profit-and-loss statements, yet also knows how to get the most out of people—the skills that also define a best-in-class CHRO. HR leadership HR profession succession planning
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
Bersin with Deloitte
MAY 17, 2015
Three in four companies (75 percent) in a recent Deloitte study believe that using analytics in HR is “important,” but just 8 percent believe their organization is “strong” in this area. So, despite a great deal of media attention and high-profile uses of analytics, our survey confirms that most HR organizations have been slow to get started. HR teams need dedicated staff for these activities, and these roles require new and different skill sets.
TalentCulture
MARCH 27, 2015
As an HR leader and employer, shouldn’t managing the workforce and driving a better customer experience be more than a roll of the dice and luck? How can HR leaders and the businesses they support leverage insights in their changing workforce quicker, leaner, responsively and now; predictively ? Now it’s HR’s turn. What does the business need for insight on its objectives from HR? HR needed predictive insights to support the business competitively.
Achievers
DECEMBER 8, 2016
When this is achieved there are countless examples of tangible results. In the latest Global Human Capital Trends report by Deloitte, 85% of executives named engagement a key priority , but understanding how to improve it is another story. This also speaks to the importance of culture and another expectation that has its roots in the millennial mindset: that employees should be valued not just as talent, or “human capital” but as real humans with real lives.
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