CEO’s often ask us to help them determine what they need in a Human Resources professional to lead their HR function and also how much it will cost them. This opens up a critical conversation and the most important question – What Are Your Goals and Objectives for HR in Your Organization?
When Ginni Rometty was appointed CEO of IBM a few years ago, she was tasked with adapting the successful global brand to remain at the forefront of the next decade of computing advances. Overhauling a company as large as IBM was a massive undertaking, but as Rometty herself said, “You can engineer change.” Central to her strategy for doing this was a revamp of the company’s culture.
According to a national survey conducted by Harris Poll on behalf of CareerBuilder, “The U.S. job market is turning a corner as the pace of hiring is increasing. Employers are adding staff more than at any time since the start of the recession and up more than 12% from last year.”
“Know where you fit in, know how you contribute to the greater whole, and know and appreciate the roles of those around you,” another former coach told his players and staff repeatedly throughout the season. These coaches understood that each individual on their team and clearly defined roles were critical to the success of their organizations.
Often, we are asked by business owners why and when to invest in Human Resources. If you believe, as Google does, that building a remarkable brand requires attracting and retaining the right talent, developing employees and motivating performance, then the tipping point for you is now.