By Susan R. Meisinger
More HR Leadership Column:
Talk it Up
Communication -- with the goal of sharing information as a way to create trust -- should be the top priority of senior-level HR leaders this coming year. Trusting that employees can understand the complex business environment they work in allows them to make better business decisions.More
When ROI Means Return on Influence
To make a meaningful impact in an organization, HR leaders need to be able to successfully influence senior leadership. Here are some proven tips on how to gain credibility and, in turn, get other business leaders to listen to your perspective.
A Conversion to HR Technology
The time when HR leaders could relegate technology decisions to the IT department or to HRIS personnel is over. To enable strategic workforce decisions, HR executives need to make enterprise and HR technologies a priority.
Preparing to Lead
More and more boards of directors are focusing on people-related issues -- and not just executive compensation. Here are some suggestions chief human resource officers can consider for helping to drive their organizations' human capital agenda.
A Delicate Dialogue
Planning for a CEO succession requires HR leaders to tackle a sensitive and potentially thorny subject with their chief executives. In light of this, HR needs to tread carefully and be aware of the undercurrents of such conversations.More
A Smart Career Move
When an HR executive is unable to change a corporate culture that is all too willing to accept illegal, immoral or unethical activities, it's time to consider the impact on his or her own career -- and move on.
Developing Future HR Leaders
An informal survey of 10 Fellows of the National Academy of Human Resources provides a glimpse into some best practices for developing HR professionals who have the business savvy and skills to help lead an organization to success.
Bad Facts Make Bad Law
The governing party in Washington may change but the tendency to pass new laws that place undue burdens on HR leaders never seems to change. The latest potential legislation would give unemployed workers rights under Title VII of the Civil Rights Act.
While thinking strategically is an innate skill for some HR professionals, others need to learn what it means to take that step toward one of the most valued HR competencies. Take a broad view of the HR function and the role you play within it, and then look for ways your actions might help achieve the business goals of the organization.
Innovation by HR
With business picking up, now is the time for HR leaders to increase employee innovation in their organizations by leveraging performance-management, assessment and compensation strategies. While initiatives will vary by company and industry, HR needs to take responsibility for fostering a culture of innovation.
Still a Long Way to Go
Optimism about the progress of women in the workplace is tempered by recent studies and real-life events. It seems the challenge for HR leaders remains as daunting now as it ever was.
Setting Standards for HR
An ongoing process to set minimum standards for HR, similar to the generally accepted accounting principles so prevalent in finance, offers both an opportunity and a risk for HR leaders. Being able to comply with already-set standards leaves one free to concentrate on more strategic issues. But being unable to comply could put one's job at risk.
The ease of using social-media tools, combined with recent indications that the Democratic-controlled National Labor Relations Board will be examining acceptable uses of technology by employees -- and not just union employees -- means that HR leaders should be taking a hard look at the issue as well.More
Connecting the Dots
Educational achievement in the United States continues to lag behind while, at the same time, debt-ridden federal, state and local governments may have to cut back on funding schools and colleges. HR leaders should be proactively working to prevent problems at their organizations.More
Pinpointing Leadership Qualities
Social networking is changing the way HR leaders think of legal risks and recruiting opportunities. It also should make them think about the way they select high-potential candidates for leadership-development programs.More
Ignore the Noise
HR leaders will always hear complaints about the dreaded performance-appraisal process -- mostly because of managerial discomfort with providing honest feedback to direct reports. Ensuring managers are able to provide criticism, when necessary, is more important than redesigning forms.
Do Less. And Do It Better.
Seasonal event-planning should not be a high -- or even mid-level -- priority for HR leaders, especially when there are so many strategic initiatives that should take precedence. And the same is true when considering new programs. Make sure your HR function is successful at what it already does before adding on.
A World Without Open Enrollment?
The healthcare-reform law doesn't go into full effect until 2014, but many HR leaders believe that one of the results may well be the loss of employer-provided health benefits. And that loss will loosen one of the links employers have with their top talent.