5 Things Your CEO Wishes HRWOULD Do – Regarding Talent Management Back to what the CEO wants…
Metrics that show the alignment of the workforce plan to the major business objectives. Metrics that represent a plan of action.Really pretty charts…
• Take off the HR Hat •Simple Collaboration •Understand your businessHR Pros that get It…
Executives work at a much higher level of uncertainty. Traditional HR Forecasts are not effective. Forecasting is a static visions of the future…HR needs to add in “what-ifs” to create a qualitative piece that your executives are looking for.A GAP ANALYSIS…not really!
Why don’t we do this in HR?Value over Efficiency…
1. Who in your industry is aggressively going after talent? 2. Who are the difference makers in your competitors? 3. Exactly, by name and position, are you going after from our competition to strength us and weaken them?Your Competition…on a platter
Connect business strategies to needed competencies Develop a Talent Mindset Integrate all Talent Initiatives ◦ Software does not equal talent management…but it sure does help!Where to go from here…
Becoming a trusted advisor instead of a fulfillment center Become a Work Therapist Be one of the tribe Stop being a school teacher Open w/ What do you think your CEO wants HR to do? Corporate Evangelist – not Corp Hoarder Be the Geek Squad for People Systems
Stop saying “No” and start saying “Yes” Step into the vacuum ◦ Find the space in your organization where something needs to get done, and make it happen. Give your “A” card away
Your CEO will only care aboutBusiness Results.
“HR discovers things about our business through the lens of talent…that is a competitive advantage. John Baudreau USC’s Center for Effective Organizations