pinstripe presents memo to hr
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TRANSCRIPT
1 Content Property of Pinstripe, Inc.
Memo to HR What Have You Done for Me Lately?
Tuesday, March 20, 2012 #talentmindset
2 Content Property of Pinstripe, Inc.
China Gorman
• Chief Executive Officer at CMG Group
• Past COO at SHRM
• Blogger at www.ChinaGorman.com
• On Twitter: @ChinaGorman
• Contributor at HR Examiner www.hrexaminer.com
• SmartBrief on Workforce Editor at Large
• Pinstripe Advisory Board Member
• RiseSmart Advisory Council Member
Speaker
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What have you done for me
lately?
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A better question:
What should I expect you to
do for me?
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Why We Hate HR By: Keith H. Hammonds August 1, 2005
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CHRO Impact and Influence
Impact and Influence of the Chief Human Resource Officer Role – Serves as a trusted advisor to the CEO and the senior
leadership team – Translates business strategy into a talent strategy for the
company – Helps to drive a performance-based culture that has the
capabilities to change and adapt as the business environment and competitive context changes
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HRPA CHRO Concerns
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Critical global HR issues – Managing talent – Improving leadership development – Employee engagement – Strategic workforce planning – low current
capability worldwide
WFPMA & Boston Consulting Group Survey
Creating People Advantage 2010: How Companies Can Adapt Their HR Practices for Volatile Times
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But what if you aren’t a Fortune
200 CHRO?
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What’s Keeping You Up Now?
Human Resource Executive September 2, 2011
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What should I expect you to do for me?
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It’s all about business
influence!
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“People will sit up and take notice of you if you will sit up and take notice of what makes them sit up and take notice.”
Frank Romer
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You have personal influence because – You are competent – You listen – You are trustworthy – More than “do no harm” – you seek
opportunities to do good
Personal Influence
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Other leaders turn to you because • You are competent • You are fair • You are solutions oriented • You deliver results • They trust your judgment • You own your mistakes • You share the credit for success
Leadership Influence
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Key to influence is…
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Competence
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HR questions to ask
yourself…
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Do I have an HR-related certification?
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Do I belong to an HR-related professional association?
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What trend do these logos highlight?
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Do I regularly read HR-related magazines?
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Do I read HR blogs?
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Can I name any laws signed by President Obama that affect how my organization interacts with its employees?
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Have I participated in formal professional development this year?
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Business questions to
ask yourself…
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Can I explain how my organization generates revenue and what its year-to-date financial metrics are?
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Can I get on my CEO’s calendar within
two weeks?
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Have I had P&L responsibility?
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Have I been responsible for a sales quota?
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Do I serve on a board of directors – profit or non-profit?
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Do I read a business newspaper regularly?
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Do I read business magazines regularly?
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Have I read any business-related books this year?
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Do I read business websites or blogs?
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I know what the answers to these questions are…
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So why isn’t the right question being asked?
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“People will sit up and take notice of you if you will sit up and take notice of what makes them sit up and take notice.”
Frank Romer
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Internal Environment
FINANCIAL TARGETS INTERNAL ACTIVITIES
Operating margins Cash flow Capital intensity Revenue growth Return on investment
Strategy People Operations Organization
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External Environment
ECONOMIC DYNAMICS
TALENT MANAGEMENT TRENDS
REGULATORY ISSUES
Global National Local
Global National Local
Global National Local
EDUCATION
DEMOGRAPHICS
COMPETITION
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Internal Environment
FINANCIAL TARGETS INTERNAL ACTIVITIES
Operating margins Cash flow Capital intensity Revenue growth Return on investment
Strategy People Operations Organization
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Internal Environment: Financial Targets
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Internal Environment: Financial Targets
SHRM Workplace Visions Issue 1/2012
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Internal Environment: Financial Targets
Gallup: Employee Engagement
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“Best Buy has … had success in connecting improved employee-engagement scores to store performance: it found that for every 10th of a point it boosted the former, its stores saw a $100,000 increase in operating income.” — CFO Magazine, June 1, 2007
Internal Environment: Financial Targets
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Internal Environment: Internal Activities
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External Environment
ECONOMIC DYNAMICS
TALENT MANAGEMENT TRENDS
REGULATORY ISSUES
Global National Local
Global National Local
Global National Local
EDUCATION
DEMOGRAPHICS
COMPETITION
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External Environment: Economic Dynamics
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External Environment: Economic Dynamics
U.S. BLS: Employment Projections – 2010-2020
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External Environment: Talent Management Trends
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External Environment: Talent Management Trends
61.1% 58.6%
50.7% 52.1%45.3%
1987 1995 2000 2005 2009Conference Board Survey, January 2010
Job Satisfaction
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Percentage of departing employees who would not recommend their employer
External Environment: Talent Management Trends
Source: Company exit surveys aggregated by Corporate Executive Board
42% 43% 42% 50%
62%
75%
'06 '07 '08 '09 '10 '11*
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External Environment: Regulatory Issues
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Background Checks/Credit and Criminal Discrimination in the Workplace Domestic Partner Benefits Domestic Violence/Workplace Bullying Harassment in the Workplace Health Care Reform Leave – Paid and Unpaid Mandated Use of E-Verify Military Leave Misclassification of Workers NLRB decisions Weapons in the Workplace
External Environment: Regulatory Issues
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Business Influence
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So then the question
becomes…
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What does HR think?
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Q&A #talentmindset
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China Gorman CEO, CMG Group chinagorman.com / @chinagorman Angela Hills Executive Vice President, Pinstripe [email protected]
Thank You!
www.pinstripetalent.com