Your Corporate Strategy: It Just Doesn’t Matter? Part 24
“Today with
declining loyal and greater job hopping it is critical that CEOs [or
organization head] partner with HR.” – John Bell, Former CEO of Kraft
Whatever the
top level HR person’s title is, they will, if empowered, act as the
organizations moral, morale and ethical compass…. the window into the
organization’s culture actuality.
Whether or not you have, or ever thought of having, a top C-level Talent
or People Leader, the vital role played by every C-level person and key manager
is their leadership example and how that culture of leadership is being
translated, monitored and carried throughout the organization…. to EVERY
employee. If you have line, middle or
top management creating an employment cesspool, those affected employees view
this as the company and how top leadership leads. Sadly…………………. it is.
According to
a recent Success Factors white paper, these are the top 5 impacts highly
effective CHROs deliver to business:
“1. Establish
a foundation of talent data.
2. Focus on
strategic business issues, not tactical administration.
3. Position
your company to handle growth and manage change.
4. Build for
the future.
5. Have
strategic guidance ready for your executive partners
….many
companies are now trying to remedy [not having HR Leadership at the table]. Between
2008 and 2010, the number of all companies with a dedicated talent executive
increased from 21 percent to 30 percent.
Even with that growth, only 17 percent of companies with fewer than
1,000 employees have a chief HR officer (CHRO).”
If cultural
shifting doesn’t sound significant, as outlined in part 18, a recent poll by
Success Factors of Fortune 500 companies found organizations with a Chief Human
Resource Officer were 105% more profitable than their industry peers! 105%!!!! From my perspective this is a known. I have promoted and experienced these results within my organizations.
http://www.hrgrapevine.com/markets/hr/article/2013-10-08-companies-with-chros-outperforming-peers#!
Smaller organizations, on the other hand,
need organizational strategies more suitable to their size.
Next: One Size Fits All?
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