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HR Priorities based on CEO
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HR Priorities based on CEO
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Hello.
This forum has provided me with many ideas and now I have my own question to ask.
I am looking for any reputable articles, survey and/or benchmark data on how CEOs envision what HR top priori
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Forums » Topic Forums » General Forum » HR Priorities based on CEO
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HR Priorities based on CEO
posted at 5/14/2009 9:52 AM EDT
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Posts: 3
First: 4/16/2009 Last: 5/15/2009 |
Hello.
This forum has provided me with many ideas and now I have my own question to ask. I am looking for any reputable articles, survey and/or benchmark data on how CEOs envision what HR top priorities should be? We are going to share this information to our own leadership group along with information of our own FTE and dollar amount spent associated with each of these activities at our company. Thank you for your help. |
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HR Priorities based on CEO
posted at 5/14/2009 11:01 AM EDT
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Perhaps I'm confused. You are going to tell your leadership what other companies CEO's expect of their HR Departments? Have you asked your senior leadership group what they expect?
It would seem to me that to begin with understanding the priorities of your CEO and leadership group would be of greater value than what other companies are doing. Again, perhaps I misunderstand your question. As for me, the greatest values I have been asked to deliver have been, and in no particular order; 1. Cost control 2. Productivity improvement 3. Leadership development/succession planning 4. Consistency across operating units (not to be confused with sameness) |
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HR Priorities based on CEO
posted at 5/14/2009 11:47 AM EDT
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Your question is extremely broad. Are you talking about tactical HR to meet short term needs? Strategic to effectively support long term business goals?
I agree with HRPro. Adopting HR priorities from other organizations is not only valueless it might well be counterproductive. Talk to your executives; find out what's important to them in HR. Then discuss with your CEO. |
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HR Priorities based on CEO
posted at 5/15/2009 6:02 AM EDT
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Posts: 3
First: 4/16/2009 Last: 5/15/2009 |
For us, internally, this is mainly a starting point in the conversation. To gain additional information and the possibility of using this information to give us better leverage in future discussions. We are looking at how our resources align with our own top priorities. And if they don't, than we may need to reallocate. This is just one small component of the project. We want to gain a better understanding by looking at studies that have been done pertaining to CEOs and their views of what HR top priorities should be during this environment. This is mainly by services that are provided. There was an Workforce Management article this week explaining Hay Group's own study/survey on this subject pertaining to hr strategies, programs and priorities in our current environment. And than listing their findings what those top concerns are. We are looking at other studies that have been done. This is just acting as a starting point, for own own group internally. |
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HR Priorities based on CEO
posted at 5/15/2009 9:31 AM EDT
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Posts: 464
First: 6/30/2004 Last: 11/22/2010 |
I understand wondering about what other CEO's do, but that can vary so widely with industry, that the applicability can be doubtful.
I like the idea of approaching it from a best practices standpoint and adapting or adopting those to fill the specific needs you have as a business. |
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HR Priorities based on CEO
posted at 5/19/2009 7:18 AM EDT
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Posts: 9
First: 1/27/2009 Last: 3/18/2010 |
I agree with most of the responses that The Human Capital strategy must support the short and long term business plans. You must ensure that all of your goals and outcomes are quantified and tied to dollars. You will quickly get SR. managements' attention.
Probably the biggest proponent of HR is Jack Welch. He continually beats the HR drum stating that it is the most important component in any business. I used to work for GE in HR, and truly we ran the place. Since he has retired, he is always saying that he can't believe how American business devalues HR. Unfortunately, MBA programs , for the most part, have no serious HR curriculla. Therefore, most US business leaders have no clue about the critical, strategic value of HR. |
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HR Priorities based on CEO
posted at 5/19/2009 8:44 AM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
dlhhr,
I agree and strongly suggest anyone in HR read Jack's book titled "Winning". It was handed to me by my CEO the day he hired me (and two months before I actually started work). I generally state that there are two viewpoints on HR:(1) The GE/Jack Welch/seat at the management table view of HR and (2) what I will call the HR administration view....pushing paper and parties. Many HR professionals want to get to 1, but are stuck in 2. Many times it is when the HR professional views their job as more of the employee advocate vs the employer advocate. Their goal in HR is to be liked by the employees. They are often times regulated to the "party planning" vs policy making. I tend to think that an HR professional can move to #1 by suggesting policies/procedures/comments that are directly related to the employer's bottom business line/plan and to make sure they understand the core business that they support. But much will also depend on the CEO's viewpoint. I have never planned a party, never answered the phones, etc. Instead, he would rather me be learning/researching and thinking ahead of the HR crowd. |
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