Q. What are the focus areas for a CEO to help HR develop an effective business-oriented plan?
Timothy: The CEO must involve HR early in discussions regarding the strategy. HR needs
to understand requirements and advise on any
people/organisational issue which may impact the delivery of the
strategy. These include a number of factors relating to resourcing,
employee engagement, employment legislation, development, etc.
Q. How do you see HR contributing to the shareholder value?
Timothy: The key influence HR has in this area is strategic resourcing – ensuring the right people are in the right roles at the right time. The CEO needs to ensure that HR and the hiring community are aware of the critical targets so that HR and the hiring managers can work together to either recruit or develop the workforce to the required level. This includes immediate resourcing but also encompasses the broader areas of talent management and succession planning.
Q. Please share an instance when HR understood the requirements of a crisis and delivered.
Timothy: When a customer raised the level of work required and the resources were not in place to meet the request, HR was able to partner the business managers and engage the additional resource to the client’s satisfaction without compromising on the delivery.
Q. What restricts companies from having an outstanding employer brand? How can the leadership and HR work towards it?
Timothy: Reputation is a critical factor in establishing an outstanding employer brand. While many factors such as remuneration package, culture, training and development contribute to it, they fall away if the reputation perceived by employees, customers and suppliers is different. The basic role of leadership and HR demands that a competitive package is in place and leverage on any advantage other organisations might not have. HR should also check and report to the leadership the status of employee satisfaction. It can do this through employee surveys and exit interviews. HR should also make recommendations on improvements to enhance employer brand. Read more..
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Timothy: The CEO must involve HR early in discussions regarding the strategy. HR needs
to understand requirements and advise on any
people/organisational issue which may impact the delivery of the
strategy. These include a number of factors relating to resourcing,
employee engagement, employment legislation, development, etc. Q. How do you see HR contributing to the shareholder value?
Timothy: The key influence HR has in this area is strategic resourcing – ensuring the right people are in the right roles at the right time. The CEO needs to ensure that HR and the hiring community are aware of the critical targets so that HR and the hiring managers can work together to either recruit or develop the workforce to the required level. This includes immediate resourcing but also encompasses the broader areas of talent management and succession planning.
Q. Please share an instance when HR understood the requirements of a crisis and delivered.
Timothy: When a customer raised the level of work required and the resources were not in place to meet the request, HR was able to partner the business managers and engage the additional resource to the client’s satisfaction without compromising on the delivery.
Q. What restricts companies from having an outstanding employer brand? How can the leadership and HR work towards it?
Timothy: Reputation is a critical factor in establishing an outstanding employer brand. While many factors such as remuneration package, culture, training and development contribute to it, they fall away if the reputation perceived by employees, customers and suppliers is different. The basic role of leadership and HR demands that a competitive package is in place and leverage on any advantage other organisations might not have. HR should also check and report to the leadership the status of employee satisfaction. It can do this through employee surveys and exit interviews. HR should also make recommendations on improvements to enhance employer brand. Read more..
Read More IIPM Related Articles
Zee Business Best B-School Survey 2012
Prof. Arindam Chaudhuri's Session at IMA Indore
IIPM IN FINANCIAL TIMES, UK. FEATURE OF THE WEEK
IIPM strong hold on Placement : 10000 Students Placed in last 5 year
IIPM's Management Consulting Arm-Planman Consulting
Professor Arindam Chaudhuri - A Man For The Society....
IIPM: Indian Institute of Planning and Management
IIPM makes business education truly global
Management Guru Arindam Chaudhuri
Rajita Chaudhuri-The New Age Woman
IIPM B-School Facebook Page
IIPM Global Exposure
IIPM Best B School India
IIPM B-School Detail
IIPM Links
IIPM : The B-School with a Human Face
