Eduardo Rabassa’s Post

Yesterday while reading an article on “future of HR” I came across with an interesting statement. If we compare a successful CEO’s and top managers (e.g., Head of IT, CFO, Head of Supply Chain, etc.), two positions (Head of HR and COO) demonstrate more overlap in competencies with the CEO than any other executive. It made me think about it (to tell the truth, I am still in thinking process). I have seen a couple of HRs of this level. I have seen also those who didn’t even know their companies’ business, products and commercial reality. Would you agree to this statement? #HRfunction #HRinorganization #HRskills Photo by Dimitri Karastelev on Unsplash

There is no such thing as an HR-strategy. ———- There is only one strategy. It must include an answer to the question of how to ensure that people are willing and able to contribute sustainably to the execution of the strategy. If a strategy needs to answer the questions - what do we do / offer - for whom - and how HR focuses clearly on the how question. Needless to say that the people part of strategy execution is important, but it should not be a separate strategy. Too often such a strategy is internally focused, following the fads and fashions of the time, putting the expertise in the middle instead of the final purpose, the customer. And yes, HR professionals should introduce a long-term, ethical approach to how an organization should treat, steer, support, motivate and inspire the people who choose to work for and with the organization and in the entire value chain. And by doing so, they enhance the overall strategy. Maybe we could say that strategy is about HR as its execution requires a behavioral approach. The HR approach is definitely a part of strategy, but not a strategy on its own. Curious to know what you think. Happy #internationalhrday #ihrd hrpro.be Otolith Consulting European Association for People Management EAPM Dave Ulrich Lynda Gratton Disruptive HR Corporate Research Forum (CRF) Edward Vanhoutte VHR Even Bolstad Berna Oztinaz Kai Saard Kai H. Helfritz Ulrik Schultz Brix Solveiga Grudienė Darko Petrovski Raffaele Credidio Elli Matsouka Joris Vandersteene Marleen Verstraete Frank Vander Sijpe

"𝙔𝙤𝙪 𝙬𝙚𝙧𝙚 𝙩𝙝𝙚 𝙛𝙞𝙧𝙨𝙩 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 𝙬𝙝𝙤 𝙘𝙖𝙢𝙚 𝙞𝙣 𝙥𝙚𝙧𝙨𝙤𝙣 𝙩𝙤 𝙤𝙪𝙧 𝙘𝙤𝙢𝙥𝙖𝙣𝙮 𝙩𝙤 𝙪𝙣𝙙𝙚𝙧𝙨𝙩𝙖𝙣𝙙 𝙤𝙪𝙧 𝙃𝙍 𝙘𝙤𝙣𝙘𝙚𝙧𝙣𝙨." ~Plant Manager With me still being new the the HR consultant world, this leader's statement shocked me. Their previous experience involved an HR firm providing a standard policy manual with HR online and call centre support. Unfortunately, this support failed to identify risks to customize policies and meet the actual needs of the manufacturing firm. Today, they are receiving customized and in-person support at an investment level comparable to what they spent on virtual access! This is yet another reason why I love supporting leaders and organizations through Ahria Consulting. We ensure that "𝐇𝐮𝐦𝐚𝐧" is at the heart of "𝐇𝐑." Let’s chat when you are ready to discover more about how our customized approach to HR and organizational solutions can reduce risks and accelerate your outcomes. #greatplacetowork #humantouch #hrsolutions #peoplefirst #leadershipdevelopment #executivecoaching #talentrecruitment #talentdevelopment #talentretention #careertransitions #policiesandprocedures 𝘐𝘮𝘢𝘨𝘦 𝘊𝘳𝘦𝘥𝘪𝘵: 𝘗𝘩𝘪𝘭 𝘙𝘦𝘦𝘴𝘦 𝘧𝘳𝘰𝘮 𝘗𝘪𝘹𝘢𝘣𝘢𝘺.𝘤𝘰𝘮

HR at the Executive Table In today's business world, every organization needs to pay attention to its people. That's why I strongly believe that if a company doesn't have someone from HR at the top decision-making table (called Exco), it's a big warning sign. 🚩 We all know how important the finance and operations folks are for making a business successful. They handle the money and keep things running smoothly. But HR is the team that makes sure the people doing all the work are happy and well taken care of. Not having HR at the Exco is like trying to find your way without a map. 🗺️ Think about what Jack Welch, a famous business leader, said: "HR isn't just there to help out; it should be part of every single decision a business makes." HR should be just as important as finance and operations. In companies where HR isn't part of the top team, employees often feel unhappy. Having HR in the room when big decisions are made helps make sure that the people who make the business run smoothly are looked after. Let's make sure HR is where it should be right at the heart of making smart business choices. #HRMatters #SmartBusiness #HappyEmployees #Leadership

As part of the preperation work I have to do for my upcoming exam on Strategic HR I watched this 15 min video from Dr.Dave Ulrich on the future of HR 10 great questions to ask ourselves 1. ⭐️ Do I understand the HR value creation? Am I focussed on creating valie more than activity 2. ⭐️ Do I understand the context my company operates in? Do I understand social, technical, political, … 3. ⭐️ Do I understand the link between HE and my stakeholders? Am I connected with ALL my stakeholders? 4. ⭐️ Do we have the right talent? And do I bring the right insights to the talent equation? 5. ⭐️ Do we have the right leadership to act as an integrator between our talent and the organisation? How can I build great leadership throughout the business? 6. ⭐️ can I create the right organisatoo with the right capabilities and culture that will support the business for the next 5 to 10 years? 7. ⭐️ How do I organise the HR department to be able to deliver value? ⭐️⭐️ Eye opener for me: HR should be organised as the business is organised! 8. ⭐️ How to invest in innovative HR practices (peopke, performance, communications and work) that are aligned and integrated? 9. ⭐️ Do our HR peopke have the competencies to do their work? Are we taking care of ourselves? 10. ⭐️ Do we measure our successes? #hr #hrinsights #development #careergrowth #continuouslearning

A message to Business Leaders on the occasion of the International Day of HR. Dear Leader, Lets start with something we both agree on; “Your people are your most important asset”. If that is true, then I am sure you also agree that anything that helps you to get even more value from your people, should be a business priority. Well, the team that can give you that is your HR team. So why are you treating your HR team as a “basement” department, literally and in terms of importance?   It is time for your HR to board the elevator to the executive floor. The most successful companies in the world now regard HR as a strategic partner to the business, as relevant to success as finance, sales, production. They have given it “C” suite status. Chief HR Officers are now seen as future-critical people for the business with a much more strategic role. Their main role is to anticipate future talent needs as derived by corporate strategy and ensure that the organisation will have the right talent, in the right positions at the right time. Otherwise, the organisation will not be able to execute on its strategy since it will be missing its “most important asset”.   The first steps? 1. Recognise their value to the business. 2. Make time for them to do the strategic work that will deliver value to the business by removing routine administrative tasks from their workload such as payroll, holidays, etc. These could be automated. 3. Give them a seat at the Senior Leadership Team and involve them in Strategy creation. That’s how the best in the world do it. Lets learn from them. #internationalhrday #hrcommunity #leadership #people

As you step into #HR you step into visible and invisible arenas. It serves you well to understand the systems you're working in really well. Your knowledge of the knowns and the unknowns are of equal importance. Be comfortable with the unknowns. Guard your energy: One person cannot change a system even if they're equipped with methodology and tools. The message: Meet the system where it's at understand what value creation is in your client's definition because your own defining may pale in relevance. If you are working in a system then everyone in it is your client. HR is a business driver. To know HR is to know business and to know operations. Aurelie Dewael shares meaningful points of curiosity, reflection and deep work.

Having a variety of perspectives in the decisionmaking process is essential for an organization to grow and succeed. organization is growing rapidly, consider hiring below-VP people to fill these roles. This can be beneficial for a number of reasons, including cost savings, a larger pool of candidates to choose from, and more opportunities for team members to take on additional responsibilities. Additionally, having non-VPs in roles such as human resources can help to ensure that important decisions are made with the input of the whole team, rather than just the HR department. #TohundGuide

To watch top leaders share their insights on the future of HR, click on the link below: https://lnkd.in/gmWs72j8 To know more about the upcoming #CHRO-CEO #conclave, click on the link below https://lnkd.in/gTnTgWwZ. Talees Rizvi Ashish Kumar Reeti Gupta

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