How to Be a Super CHRO?
When globalization becomes inevitable, or even being forced instead of a hot topic, firms are suffering a downturn in the storm. Take it or not, however, since 2008，there are various reforms of a greater range, degree and level, ranging from the global market to capital market, regional economy, ecological integrity, industry M&A, competition between firms , culture fusion to transformation and upgrading. We are now in chaos, but we wish for an order. We have knowledge, but we want the wisdom. Mobile, social, and cloud computing continue to explode. All this technology has transformed the world of recruiting, the world of education and training, the world of analytics, and even the way we work. Meanwhile, Demographic shifts are creating a diverse, multigenerational workforce. A leading firm needs to not only accommodate and conform to the reform under globalization and geopolitics, but also launch and guide the reform. It is a pity that the risk of reform is tremendous according to some statistics. So, how to be a super CHRO and help the company to avoid the risk? How could we launch, manage the reform better, to make the firm grow steadily?
IBM identifies the super CHRO as a person who can look for the support of CIO, and also can learn the new technology from outside. Integrated the technology with HR management is the trends for future development. What have you done to build a smarter workforce?
Deloitte survey- This year’s 12 critical human capital trends
| Lead and develop |
Attract and engage |
Transform and reinvent |
| Leaders at all levels: Close the gap between hype and readiness |
Talent acquisition revisited: Deploy new approaches for the new battlefield |
The reskilled HR team: Transform HR professionals into skilled business consultants |
| Corporate learning redefined: Prepare for a revolution |
Beyond retention: Build passion and purpose |
Talent analytics in practice: Go from talking to delivering on big data |
| Performance management is broken: Replace “rank and yank”with coaching and development |
From diversity to inclusion: Move from compliance to diversity as a business strategy |
Race to the cloud: Integrate talent, HR, and business technologies |
| The quest for workforce capability: Create a global skills supply chain |
The overwhelmed employee: Simplify the work environment |
The global and local HR function: Balance scale and agility |
For reference:
1. What’s the transform and reinvent of the HR management do you lead in the globalization economic? How do you think about the trends for more flexibility of HR strategy and the quicker response to the market? What’s your best practice?
2. What do you do to transform and reinvent on the reskilled HR team: transform HR professionals into skilled business consultants; talent analytics in practice; the global and local HR function: balance scale and agility?
3. As a super CHRO, how do you do to broaden, deepen, and accelerate leadership development at all levels; build global workforce capabilities; re-energize corporate learning by putting employees in charge; and fix performance management?
4. A survey from Deloitte shows that companies are rapidly moving away from legacy systems to implement a new breed of highly integrated, cloud-based talent and HR systems. Two-thirds of our global survey respondents say that HR technologies are “urgent” or “important,” yet 56 percent report that their companies are either not considering updating their systems or have no definitive plans to do so. How about your company?How to integrate talent, HR, and business technologies?
5. The social, mobile and digital re-energize corporate workforce, learning methods and the way rebuild process. What do you do to build a smarter team and creative the work environment for cooperation?
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Panel Discussion
