Why CHROs make great CEOs
HR doesn't produce a dime’s worth of revenue. They do not make nor improve nor sell any products. They don’t account for one red cent of profits. They are just an overhead item, a large element of overhead, an unavoidable expense that diminishes the earnings produced by the operating groups. -?Kent’s response?(a Quora user) to a query - “Can HR become CEO of a company?”
Now to be fair, how do we tell Kent that HR has grown since the last time they asked for his signature on hiring documents. Perhaps he only came across outmoded & inefficient HR processes. Or it may be Kent voicing his dissatisfaction with the fantasy world's outmoded bureaucracy?
Why Chief Human Resources Officers make great CEOs
Filler and Ulrich argue that in today's economy,?hiring the right talent, establishing the proper organisational structure, and cultivating the right culture are critical to driving strategy—and that having worked as a CHRO makes a leader more likely to succeed at these tasks.
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1.?They are well-versed at putting talent strategy first
HR heads are the only ones familiar with the two most critical aspects of leading a people-first company: 1. sourcing,?recruiting & deploying talent,?and 2. considering talent during strategic decisions of the organization.
This means shifts in HR, and major shifts, are finally happening.
2.?They build the organisational structure, not just processes
The company board members often overlook discussions about talent. This is because many boards prioritise strategy & compliance above employees. But CHROs lead a talent-first firm and therefore..
Inside Sales Executive at Icewarp India
2 年Gail Van Beveren Discover some startling justifications for why HR directors would make excellent CEOs, as well as some incredibly uncommon examples of HRs who became CEOs.
‘Empowering clients with Expert Legal Solutions’
2 年Matt Beliveau Sure you would agree with this!!
This is definitely an interesting topic to explore. I think that there is a major risk of making a proposal like this emphasizing the CHRO job title vs. someone who has significant experience in the HR strategies behind making employees the top priority. In my experience, those with the CHRO title often came from other technical backgrounds (Sales, Finance etc.) but were given the CHRO because it was an executive level position. Lack of diversity is also another major challenge within the ranks of the CHRO title. I wholeheartedly believe that an individual who possesses the HR abilities, leadership and business acumen to create work environments where employees are valued, professionally developed, respected and where diversity, equity AND inclusion are a foundation of the organization -- will be the organizations that will thrive. Our world has changed significantly over the past several years. Those organizations who continue to operate "as usual" by putting the business first and the employees last...will suffer.
Content Writer & Copywriter
2 年Carolina Hernandez Moreschi, Gail Van Beveren, Michael Bourgon, Lynett Rogers, Matt Beliveau, at a time when CEOs attempt to don the hat of HR, do perspectives like these seem like a positive change?