How HR Can Become a Corporate Boardroom Player......
When we ask corporate directors what responsibilities are
most important to them, they always point to reviewing the performance of key
executives and providing for orderly succession.
As this
trend grows in importance, the human resources executive may earn a place at
the board table. Shareholders and investor organizations expect boards to set
clear objectives for the CEO and other top executives, and to have orderly
succession plans arranged in the event of a management turnover.
Human
resources executives who lead their companies in developing and adopting
effective succession planning and executive evaluations will play key roles on
their own companies’ boards—and may receive invitations to serve as outside
directors on the boards of other corporations. But what steps can a human resources
director take to ensure board status?
- Transform
the human resources department. The human
resources function must move from being viewed as merely a processing
mechanism to being accepted as a key activator in sourcing and
development.
A new and stronger human resources function must assume the responsibility for identifying, preparing and evaluating tomorrow’s top executives, future CEOs and directors. By transforming the department, HR executives will also be transforming their own roles—and highlighting that those roles should be brought into the top levels of decision making.
- Demonstrate
that human resources planning is required as an intrinsic part of
corporate strategy.Board members consider overseeing strategic direction
as one of their primary responsibilities. Addressing human resources
issues must be an integral part of any company’s strategy.
- Become
a key member of the top management team. Senior human
resources executives must work closely with their CEO and have a deep
understanding of the corporate culture, plans and policies.
- Think
like a business executive. Human resources
leaders must be more than specialized technical professionals with merely
a passing understanding of the corporation’s products, strategies and
objectives.
- Understand
market conditions. The human
resources professional can help define the executive skills and aptitudes
that will be most compatible with the new markets and associated problems
the corporation to encounter.
- Develop
international skills. The human
resources executive must be capable of assessing the costs and benefits of
recruiting executives on a global basis, and must be skilled at
international executive development.
- Get the right training and development to help change the role and prepare for the boardroom.Human resources professionals will need new skills to recruit and place tomorrow’s executives and ensure a place at the board table.
2 comments:
Useful information..... :)
Gud work manish...
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