What CEO's Need and Expect from a Strategic HR Business Partnership
When researchers look at what is most important to CEO's these days the resounding responses include elements that are absolutely under the influence and control of Human Resources.
According to the CEO Institute, CEO's are focusing on:
Why should you attend
- Change Management
- Effective cultural change - challenge of managing structural, cultural and process change simultaneously and the importance of understanding organizational values as reflected in behaviors and management's role particularly ongoing timely communications
- How to manage personal balance to maintain energy for the business
- Managing culture following downsizing restructure
- Personal journey of CEO leadership - importance of self-awareness; developing a culture with staff; setting service goals and measuring performance outcomes and having the courage to take hard decisions
- Work/life balance and time management - balance work commitments with personal activities - family, community etc.; self-management techniques include turning the mobile off out of hours, rotating out of hours work, learning to delegate, taking a firm line on one's time in the work place including the place of unscheduled meetings and being prepared to leave work unfinished at the end of the day It is more important than ever for HR to be ready, willing and able to play a strategic role in their workplace. Research indicates that after every downturn in the economy, a new HR emerges to assist in "re-energizing" the economy. In the coming weeks, months and years it will be more important than ever for Human Resources to flex their business muscle and bring their time, talent and treasure to their business partners.
: The economy and globalization deal businesses a double blow that make building a sustainable future a significant challenge. If HR is to be a partner and to have a C Suite impact or direct participation, HR leadership must have the ability to think and act strategically. The future dictates that CEO's can no longer look at business as usual but need to employ tactics and strategies that will leverage their businesses and workforce to be able to join the "built to last" organization. It is said that we are entering a new economy moving from Industrial, to Knowledge and now to Talent Management Economy. This signals an emphasis on the HR policies and practices that underpin our business activities and support our management teams and activities. If these are not strategic in nature and delivery, HR will miss their opportunity to LEAD instead of follow business initiatives.
Areas Covered in the Session:
Who Will Benefit:
- What CEO's Want
- Meaning Of Strategic HR
- Audit Of Current Policy Practice And Process
- Matching Strategy And Practice To The 6 CEO Focus Areas
- Making Strategy Personal
- Tips For Developing Your Ability as a Strategic Thinker
- Team Leaders
- HR staff
- Senior Management
- Business Leaders