“Too many CEOs know what they need to know about finance, operations, etc., but not what they need to know about talent. If you have an analytics-savvy CHRO, he or she won’t let the CEO get away with problem turnover rates or engagement scores. They have deep conversations about how these metrics are connected to the business.”
Professor, University of Southern California Marshall School of Business and research director of the Center for Effective Organizations.
It goes without saying that successful HR functions are strategic: they play a vocal role in critical business decisions and directly manage or impact a majority of most companies’ expenses. Indeed, in today’s resource-competitive environment CEOs are increasingly looking for the CHRO to play a more critical role in influencing business outcomes.
Read this Harvard Business Review research paper to find out how your HR organization measures up against others, and how HR can better connect people strategy to the business.