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The Role of CHRO
As the business landscape witnesses the fourth industrial revolution, we are in a position to do anything and everything with the cloud. This revolution has not only influenced the business landscape, but has also impacted the position of Human Resources (HR) in organizations. The role of HR professional has transformed into a strategic role that partners with the business to drive innovation.
“CHROs should care about the Net Promoter Score almost as much as they care about the Employee Survey results”
Gone are the days when Chief Human Resource Officers (CHROs) were accountable for being normal employee advocates. Now, CHROs have become more powerful and responsible than before. They are expected to be assertive, data driven and strategic, demonstrating business creativity and innovation across the organization. They are responsible for optimizing business performance, mitigating legal risks, equipping the organization with needed resources, and managing the personal and career growth of the employees.
Successful CHROs must look beyond the HR function. They should not only be aware of the overall business goals but they must play a critical role in the formation of these goals. A CHRO must be a thought leader who understands how the workforce and workplace is evolving. A growing spate of divestitures as against mergers, changing technologies, and an increasingly diverse workforce, means that there are a lot more expectations on CHROs today compared to a few decades back. Today’s CHRO have to be data savvy in addition to being business savvy in order to attract diverse and top talent to their team. In addition, it is essential that CHROs spend more time with customers. Engaging with clients will give a CHRO critical insight into hiring the right kind of people to serve the organization’s particular type of customer as well as creating an environment where customer and employee can both thrive.
Overcoming the Challenges
The biggest challenge of the future will be managing the modern workplace; as the work place embraces a higher level of agility, CHROs should be adept at staying on top of these changes. How is your organization preparing for the influx of Gen Y and soon Gen Z in the workplace? Do you have the right technologies that will enable your employees work remotely successfully? Are your recognition programs in line with the current trends? Recruiting is another area that presents a major concern for HR departments. Hiring a right person for the right role is a tough row to hoe.
At Xerox, we have adopted advanced technological platforms that help us with mobile, social, and analytical functionality in order to attract, engage and train individual talent. The advent of the cloud, internet of things, analytics, and other significant technological trends have enabled users to access the information from anyplace, anytime. While addressing the above concerns, choosing a right Learning Management System (LMS) system is very crucial. The LMS system should be agile, in such a way that it should be adaptable with all the cultural norms and needs. By leveraging the appropriate LMS, we are able to simplify corporate training, and make it user-friendly to keep employees up-to-date with the latest company initiatives and industry trends.
Factors to Consider while Choosing LMS
First thing to keep in mind is that one size doesn’t fit all. Secondly, it is important for an enterprise to constantly co-create with its stakeholders in order to understand business’ challenges. Another point is that enterprises must ensure that their employees solve the customer’s problem effectively.
As we all know every industry is presented with huge amount of data. Identifying and analyzing the right data, and taking actionable insights, are crucial for business success. This will not only fuel other important business initiatives, but also encourage upgrades for other HR programs and systems. The CHRO needs to ensure that employees are comfortable learning not only about the organization and its products, but also about current trends. The fast changing landscape of business requires that employees are well rounded individuals and Human Resources has a key role to play in ensuring this.
Take the Reins as a CHRO
The key is not to lose sight of the big picture and purpose of why a business exists. Once you are aware of that, you will understand the kind of workforce you need to create or deliver. Your workforce ensures that the business can execute on the strategy so CHROs must connect the HR strategy to the business outcomes and view themselves as less as HR specialists and more as business owners. Care about the Net Promoter Score almost as much as you care about the Employee Survey results, pay attention to data across the business not just to HR analytics etc. Lastly, I would encourage CHROs to create avenues where they learn something new every day and to be flexible; the days of Human Resources being relegated to back office operations are long over.