06Jun

Women dominate the human resources profession. Three out of four HR professionals are women, a ratio that holds true at every level until you get to the most senior management position. Until recently, women didn’t hold even a majority of the executive HR jobs at the largest public companies..

The good news today is that women now hold two-thirds of the CHRO roles at the Fortune 200.

study by The Talent Strategy Group says that in just the last year, the percent of women holding the top HR job at these companies grew from 60% to 67.3%. Only a few short years ago, the HR trade group SHRM reported only 49% of HR executives at the top 100 companies were women.

More women CHROs were appointed in 2019 than in the previous three years, the study found. 78% of the CHROs hired last year were women. Of the 36 new CHROs, 43% of them replaced a man. In only 7% of the hires did a man replace a female CHRO.

The report also offers strong evidence that CHROs are being valued as business partners. Of the departing CHROs, 31% assumed larger responsibilities within the organization “most notably,” the report says, “a Chief Administration Officer role or Advisor to the CEO role.”

Overall, the report identifies 7 “CHRO Trends.” In addition to the increase in female leaders and the move into other senior internal positions, the report says:

  • HR experience dominates – 83% of the new CHROs have “significant” HR experience.
  • Advanced degrees are prevalent – 65% have a master’s or law degree.
  • Internal promotion declines – “In 2017, 70% of CHROs were internal successors compared to 61% in 2018 and 53% in 2019.”
  • CHRO turnover is linked to CEO turnover – ” Of the 35 new CEOs who came into the role in 2019, 40% replaced their CHRO.”
  • CHRO turnover increased in 2019 – 19% of the Fortune 200 CHROs turned over, with those in the financial and health care sectors 3.5 times more likely to turnover than those in other industries.

[bdp_post_carousel]

Jun 6, 2023

de Finibus Bonorum et Malorum Sample

Lorem ipsum dolor sit amet, consectetur adipiscing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua. Urna condimentum mattis pellentesque id nibh tortor id aliquet. Eu tincidunt tortor aliquam nulla facilisi cras fermentum odio. Blandit libero volutpat sed cras ornare arcu dui. Est velit egestas dui id ornare arcu odio ut sem. Adipiscing at in tellus integer feugiat scelerisque varius morbi enim. Purus in massa tempor nec. Urna nunc id cursus metus aliquam eleifend mi in nulla. Ut placerat orci nulla pellentesque dignissim enim sit amet venenatis. Quisque non tellus orci ac. Sem integer vitae justo eget magna fermentum iaculis eu non. Etiam non quam lacus suspendisse faucibus. Turpis massa sed elementum tempus. Pretium vulputate sapien nec sagittis aliquam malesuada bibendum.

Laoreet non curabitur gravida arcu ac tortor. Consectetur adipiscing elit pellentesque habitant morbi tristique. Tristique magna sit amet purus gravida quis blandit turpis cursus. Nunc id cursus metus aliquam eleifend mi in. Sagittis purus sit amet volutpat. Diam volutpat commodo sed egestas. Sociis natoque penatibus et magnis dis parturient montes. Risus at ultrices mi tempus imperdiet. Vitae auctor eu augue ut lectus arcu. Tincidunt arcu non sodales neque sodales ut etiam sit. Mollis nunc sed id semper. Faucibus a pellentesque sit amet porttitor. Praesent elementum facilisis leo vel fringilla est ullamcorper eget. Congue eu consequat ac felis donec et odio.

Ut faucibus pulvinar elementum integer enim neque volutpat. Faucibus scelerisque eleifend donec pretium vulputate sapien nec. Semper quis lectus nulla at volutpat diam ut venenatis. Sit amet consectetur adipiscing elit duis tristique sollicitudin nibh. Enim ut tellus elementum sagittis vitae. Risus sed vulputate odio ut. Tempor commodo ullamcorper a lacus vestibulum. Molestie a iaculis at erat. Mattis molestie a iaculis at erat pellentesque. In metus vulputate eu scelerisque felis imperdiet proin fermentum. Sit amet justo donec enim diam vulputate ut pharetra sit. Turpis egestas maecenas pharetra convallis posuere morbi leo urna. Tempor id eu nisl nunc mi ipsum. Id nibh tortor id aliquet lectus proin nibh nisl condimentum. Semper risus in hendrerit gravida rutrum quisque.

[bdp_post_carousel]

Jun 6, 2023

The ‘Radical Reinvention’ of Human Resources

Now is the time for a “radical reinvention of human resources,” declares a report from IBM’s Institute for Business Value.

Businesses are adapting to the rapidly and dramatically changing world, says the report, prefacing the findings and recommendations from a survey of more than 1,500 HR executives from a variety of industries.

How they engage with employees must also change. “Enterprises now must become inherently humanized, build engagement with remote employees, foster trust in uncertain times and cultivate a resilient, diverse workforce capable of facing whatever the future may hold.”

This, says the report, is HR 3.0.

HR thought leader Josh Bersin, who collaborated with IBM on the report, explains what that means in his introduction:

“Traditional HR 1.0 departments focus on compliance, administration, and highly efficient service delivery.

“HR 2.0 teams move toward integrated centers of excellence, and focus on training and empowering business partners to deliver solutions at the point of need.

“HR 3.0, which only 10 percent of companies have achieved, turns HR into an agile consulting organization, one that not only delivers efficient services, but also practices design thinking to push innovative solutions, cognitive tools, and transparency into the organization.”

HR 3.0 - blog.jpg

The report found substantial agreement among the surveyed executives on the key ingredients of HR 3.0, but uncertainty among them about how to evolve their operation. Providing that guidance is the essence of the report.

After studying multiple HR practices, Bersin and IBM identified 10 “Action Areas” drawn from what the most successful companies are doing. “Our analysis has identified ten priority Action Areas critical to the HR 3.0 model. The Action Areas span the breadth of the human resources function, in some cases wholly reinventing traditional people practices.”

These 10 are:

  1. Measure employee performance continuously and transparently
  2. Invest in the new role of leadership
  3. Build and apply capabilities in agile and design thinking
  4. Pay for performance — and skills — in a fair and transparent way
  5. Continuously build skills in the flow of work
  6. Design intentional experiences for employees
  7. Modernize your HR technology portfolio
  8. Apply data-driven insights
  9. Reorient and reskill your HR business partners
  10. Source talent strategically

Though few companies are on the path to 3.0, those that don’t begin to evolve will be left behind.

“Even as leading companies transform their HR model, it’s clear HR 3.0 is not a destination, just a way station. The world is changing too quickly to allow even a hint of complacency,” the report concludes.

“As we continue to face unprecedented opportunities to build better businesses and a much better world, an HR 4.0 will evolve as a model to help us keep doing just that.”

Image by David Mark

[bdp_post_carousel]