Posts Tagged Business Strategy
What will challenge chief executive officers in 2014?
Human capital and how best to develop, manage, engage and retain talent were among the leading challenges cited in a new survey of executives from more than 1,000 companies worldwide.
Great marketing begins with great strategy. Great strategy doesn’t happen without sacrifice. Sacrifice leads to differentiation. Brands cannot promise a smorgasbord of benefits; trying to be all things to all people is a recipe for disaster. There’s more: a marketer’s product or service must deliver the promise. If it doesn’t, great marketing cannot exist.
What does this have to do with HR? Everything. For the sake of brevity, I’ll list just five similarities between HR and marketing.
Having a chief human resource officer (CHRO) in the executive suite appears to be good for the bottom line.
Fortune 500 companies with a senior HR leader in the C-suite are, on average, 105 percent more profitable than their industry peers that don’t have an HR person in the top executive ranks, according to a recent analysis by SuccessFactors, a SAP AG company.
The findings illustrate the importance of HR executives in strategic planning and the need for strong company HR operations, SuccessFactors reports.
When the Forrester Research on groundswells came out a few years ago, many in the social media business saw an opportunity to have real conversations about advocacy marketing. That conversation was limited to marketers, and only just now are we seeing the groundswell concept reaching talent management.
Human Resources has an important role in an organization when it comes to decreasing expenses and maximizing revenue, and finding the right technology is key to increasing productivity, efficiency and effectiveness.
When looking to implement new HR technology, it’s necessary to understand current processes, identify organizational goals and determine future needs. These initial surveys will help to streamline the selection process and mitigate costly mistakes.
Organizational silos are fueled by a cocktail of culture, attitude and burdensome process design, and can plague businesses ranging from Fortune 500 leaders to 10-man start-ups. They also create an environment in which sharing and collaborating for anything other than the interest of the silo is nearly impossible.
Most of you have heard the saying, “Don’t throw the baby out with the bathwater,” or something to that effect. Basically, the idiom advises us not to discard something valuable in our eagerness to get rid of some useless thing associated with it. If you are not careful, this can happen to businesses going through a rough patch.
There’s a regular conversation in the human resources community about the profession being a strategic business partner. In thinking about becoming more strategic, it occurred to me there’s a difference between creating a strategy and being strategic. Just because we can create a strategy doesn’t mean we can think strategically.
My occupation allows me to swim in many waters. I work with Marketing, Sales and HR Leaders across the Globe. While we want to believe we live in a time of organizational alignment, we simply do not!! Marketing wants Big Data, Sales wants to see the ROI and HR wants to be accepted for their Leadership contributions. We say our mission, vision and values align us; but far too often they are swept under the rug in difference to our more immediate goals.
Technology tools are helpful, but they aren’t a substitute for human creativity. I read this from the HR Bartender blog authored by Sharlyn Lauby, one of my favorite HR thought leaders. She was talking about the best way to innovate today! Read it here!
As she mentioned, the best way to innovate is to leverage the people and corporate culture that you already have in place.
It is no secret that strategic leadership is critically important for today’s executives, and even more so for HR professionals charged with delivering HR services effectively and developing adaptive leaders who drive the business forward.
Talent is the most critical ingredient to success for most businesses. We’ve progressed to where we don’t even have to argue this point with most executives. The lights have been turned on. But, the practice of talent management is still struggling to meet the needs and expectations that an enlightened organization requires.
The Next Blog was created to help facilitate a conversation between practicing HR pros and non-HR audiences about the strategic importance of the HR profession. Next Official Bloggers create and contribute meaningful posts that explore the latest trends and best practices for the HR profession.
We compiled a list of Next Official Bloggers as a resource for our readers. You can find them below with the links to their individual author pages on the Next Blog, to their Twitter profiles and to their personal blogs, as well.
The multitude of new HR systems and solutions currently on the market all promise to bring greater efficiencies to the way we conduct our talent management processes. And as HR technology continues to evolve, so has the way these solutions are implemented. Long gone are the days of on-premise implementations and heavy involvement from the IT department; as SaaS-delivered solutions have become the norm, organizations can simply implement a new system with the press of a button.