1. A Seat at the Table

    As the Holidays come around, I am reminded of my eight year old-self asking my mother if this was the year I would get to sit at the big table with all the interesting adults, with the delicious food within arm’s length, with the wine and laughter… it was obvious, to my eight year old-self, that was the only place where I could truly experience the Holiday cheer.

    This got me thinking about HR’s position within an organization and what difference it makes if they have an executive seat at the decision making table. The Conference Board’s 2013 CEO Challenge research confirms that Human Capital is the most pressing issue for CEOs this year. That fact is one among the multitude of factors that contribute to the need for strategic HCM to stand at the forefront of all business decision drivers.

    Being in the industry of Talent Management, I have read countless research addressing the importance of HR Senior Leader having the ability to directly impact the business decisions through c-suite inclusion. SuccessFactors’ VP of Social Adoption, Dr. Karie Willyerd’s research on the financial performance of Fortune 500 companies with/without a CHRO in the c-suite shows that institutions that held CHROs accountable for aligning the workforce with the company’s business drivers and corporate objectives experienced better financial and market performance than those that did not. Willyerd’s findings uncover the criticality of HR leadership having a voice at the business decision making table.

    One of the many benefits of a CHRO being at the helm of executive business decisions is his/her ability to correlate business strategy and metrics of success with workforce performance and talent management. Having insights into what drives employee performance and fosters a more agile work environment is critical to growing the people power within organizations. Where a CHRO can make an immense impact with evolving the business is through strategic Workforce Planning and Analytics. By leveraging trend analysis to model out future workforce availability and capabilities, strategic workforce plans allow organizations to make the incremental efforts now to ensure they’ll have the workforce they need 3-5 years out. CHROs equipped with the right technology and planning approach can lead and enable their business by ensuring they have the right workforce required to execute on their business strategies.

    Do you have your executive table set for a prosperous year of continual Holiday cheer, filled with dynamic business growth aligned with strategic talent management?

    Find out more about Aasonn’s Workforce Planning and Analytics strategic support services.

    Written by: Emily Liddle, Director of Talent Strategy – EMEA


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