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CHRO 2.0 Characteristics that HR leaders of the Future Need

Our world is going through a transformation. Old businesses are fading into the horizon while many new ones are arising. Shareholders and board members are looking for a CHRO with the necessary skills to guide a company in a business environment, where the only thing constant is change.

The changes in the business landscape is throwing up new challenges that require a CHRO to have the following characteristics:

  1. Track Record of Advising the CEO on Leadership Changes with Discretion

A CHRO has to collaborate with the CEO on topline leadership.

  • They should have experience in creating the blueprint of the leadership.
  • Hiring the right leaders or arranging their exits with discretion.
  1. HR should not be their only Experience

CHROs should think of themselves as strategy partners. They need to contribute towards the development of the organization-wide business plan and objectives.

  • They need to work closely with the CEO in creating the strategy blueprints.
  • In order to do this, having experience in a business vertical / horizontal has become a key factor.
  1. Transformation Experience

Change of pace has been increasing steadily with technology causing rapid changes in our society. Products and services are becoming obsolete in years instead of decades.

  • A CHRO must have experience in guiding the transformation of a company in new directions and ensuring leadership / team / business strategy changes to keep up with the pace of changes.
  1. Experience Working with a Multi-Geographical Global Workforce

Today’s organizations work with people from multiple cultures and even multiple geographical areas. This brings its own set of challenges in creating a cohesive and focused team.

  • The CHRO must have an understanding of how to create HR policies that respect laws of the respective countries, but still creating an over-arching culture for the organization as a whole.
  • Experience in creating policies must be inclusive of multiple cultures and aid in creating a harmonious and thriving atmosphere for employees, who may work with team members belonging to different cultures and geographical areas.
  • Experience in creating blueprints for training and sensitizing a global workforce on working cohesively in cross-cultural teams.
  1. Experience in Hiring and Retaining Talent for Knowledge-based Jobs

Knowledge based workers have been around for decades. What’s changed? The rate at which one area of knowledge is becoming obsolete and new areas of knowledge and skills are coming up is ever increasing.

  • A CHRO must have experience in rapid talent acquisition matching the knowledge requirements to meet organization’s business goals.
  • Experience in creating talent retention as well as talent development programs for niche knowledge areas.
  1. Use of Information and Technology to Arrive at Key Decisions

Today, with technology available on fingertips, a CHRO must be able to take advantage of the information accessible via technology to arrive at smarter decisions.

  • The CHRO must have Big Data skills – what data they need as well as tools they want to use to analyze the data for their business objectives.

Reading through these characteristics, one begins to realize that a CHRO cannot be visualized as a mere HR leader – they need to be architects of a company’s success strategy.

5 Reasons Why You Need a Web Based HRMS Right Away!

Well, there’s this super crazy rush in the HR fraternity to move their legacy systems to chic web apps and with most of your peers already flaunting their cloud apps, it becomes quite a pressure! So while you get ready for your sprint to a web based HRMS, here is some fuel, to add more fire to your HRMS hunt.

Here are five reasons why you should run to a web based HRMS right away!

Save time and money: Of course, this is the biggest bet. Switching to a web based HRMS software can save your time and costs by at least 50%, if not more. A web based HRMS also lowers your equipment and maintenance cost in terms of servers and IT staffing.

High on efficiency: Automating processes through a web based HRMS means that a single system can cater to multiple requests simultaneously. You can do a lot more with a single system, instead of running multiple standalone apps. Since the system requires minimal time to run requests, HR teams get more time at hand to deal with other important aspects of people management.

Fast and Flexible:Web based applications make processing of complex data simple and faster. Lengthy tasks like compensation planning, pay roll, reimbursements, trainings and more can be completed quickly and accurately. Also, the system gives you the flexibility to give users access per their defined roles. It can be customized to meet specific user roles and their requirements.

Anytime, anywhere: From mobile to all other gadgets like iPads and tablets, web based HRMS solutions can run from anywhere. This means you can look at all important reports and updates, right from your mobile, anywhere, anytime.

Consistency and Accuracy: Having information in one place means that there is no discrepancy in information communicated to employees. Everyone looks at the same documents and policies. This also helps in building transparency and trust. Moreover, since all requests like leave, attendance, payroll etc. are automated, the reports created are 100 % accurate and error free.

HR is a sensitive operation. Apart from dealing with processes that impact people directly, they also deal with employee expectations. Having a web based system in place gives them more freedom to pay attention to people management and create a happier work place. So get ready, and take the leap towards a faster, better and more friendly HR management with a web based HRMS software.