Human Resources
In any organization, there is no more essential task than recruiting, retaining, developing and motivating employees. Today’s organizations expect that their human resources function will align an organization’s business goals with the needs of its people and create innovative HR programs that attract and retain the most talented employees in the short and long term. This requires business acumen, insight into human behavior, leadership and nimbleness.
Publications - 1 / 8
Growing HR influence in the boardroom
It’s become rare in recent years for heads of human resources to gain a seat on the main board for a myriad of reasons. But talent issues aren’t receding in importance. According to a panel of FTSE100 board members leading a discussion with HR directors, HR leaders are finding other ways to interface with the board and influence the conversation around business and talent issues.
Date:
08/26/2011
Authors:
Lynne
Nixon,
Anna
Penfold,
Ellie
Filler,
Hal
Johnson
Human capital and value creation: theater or reality?
Human resources decisions have not yet risen to the board level in France, even as CEOs and CHROs acknowledge HR’s vital role in value creation. As HR leaders make the case for more strategic consideration of human capital, they should focus on what concerns boards, including performance targets, succession planning, compensation, and creating growth.
Date:
02/09/2011
Authors:
Yannick
Binvel,
Didier
Vuchot,
Dominique
Finelli
Tough Times are the Best Times to Transform Pharma Industry HR
When we look back at the close of the 21st century’s first decade, we are likely to view the global financial crisis as the final blow that pushed the pharmaceutical industry into a period of upheaval. Human resources executives are being asked to design talent strategies as the business playbook changes daily.
Date:
03/19/2010
Author:
Cheryl
Buxton
The New CHRO Brand: HR's Promise of Value
If a person's brand is their promise of value, then the role of the CHRO is the promise of the value they bring to the executive table. In the case of the CHRO, he or she needs to realize that what they say and do can directly affect the organization's talent brand, and by default, the organization's ability to attract, develop, and retain top talent.
Date:
02/16/2010
Author:
Kathleen
Canon, Ed.D.
Business Today Demands a Comprehensive Talent Strategy. Can HR Deliver?
The HR function is in a state of transition caused by the increasing pressure to identify and develop next-generation leaders, the growing globalization of businesses and talent pools, and the CEO’s requirement that HR be more strategic and relevant to the business as a whole. As HR seeks to meet these demands, others have questioned its effectiveness.
Date:
02/08/2010
Authors:
Emilie
Petrone,
Gabriella
Kilby
Changing Business Landscape in China Presents New Challenges for CEOs and HR Professionals
With the continued buoyancy of the Hong Kong and China markets, hiring and keeping talent have become "hot" topics. What is being discussed?
Date:
04/14/2008
Author:
Andrew
Tsui
The War for Talent: Myths and Realities
What is the reality of the "War for Talent"?
Date:
02/17/2008
Author:
Brigitte
Morel-Curran
Delivering HR with an Attitude
Do you deliver HR with an attitude?
Date:
06/07/1998
Author:
Robert W.
Eichinger