I’m sure you have heard it many times that the CEOs of an organization are more fixated on the “big picture”.
They want to see the results that contribute to the “end goals” of an organization. However, this is easier said than done.
For an HR professional, it is difficult enough to meet organization needs because they are usually playing the middle role. While the employees of the organization want consolation and consideration, the C-Suite might be looking for a more restrictive and strong-willed lot in the HR department.
Regardless of the pressure from all sides of the organization, an HR leader needs to focus on the most important goals that every CEO will be expecting no matter what they say.
1) Support the Corporate Vision/Mission:
Chances are that your organization’s CEOs feel very strongly about the mission and the vision of the organization. It’s what they will be communicating with the stakeholders (customers, suppliers, shareholders, competitors and the team). The vision and mission can be supported by disseminating and reinforcing it from time to time among employees.
2) Feedback from Team Members:
CEOs want to hear what the teams have to say too when it comes to how they think the organization is performing. If they have valuable insights or information related to the business, it is expected to be shared. Remember that this goes beyond the regular annual performance reviews.
3) Developing New Leaders:
An HR leader is also responsible for creating new leaders within the organization. An HR officer is an expert at “management” and is therefore responsible for training employees and harboring the right talent. This will allow them to develop new, more talented employees that can run the positions of former leaders.
4) Hiring and Retaining a Quality Workforce:
Hiring the best employees that are the “perfect fit” because they can somehow relate to organizational or sub-goals is of utmost importance. While recruiting, an HR leader needs to keep in mind what type of employees have caused problems in the past and what type of employees the organization currently needs. Can the new employees somehow align their own life’s mission with that of the organization? This should be figured out during the recruitment process.
Plus, it is also important to be able to retain top talent. Suppose a company has good dissertation writers and they usually get a good response from the clients. Give additional incentives and certificates for the performance of such employees. It won’t only increase their motivation, but it will also allow the company to increase retention as well.In short, the HR leaders should be able to satisfy key employees and make sure they have sound reasons to stay.
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5) Selling the Company to Outsiders:
An HR leader should be able to “sell” the company and maintain the image. One way this can be effectively done is by ensuring the employees have a lot of positive information to give out about the workplace. Keeping the secrets of the organization should be a top priority. The focus should be placed on how they employees can positively influence outsiders’ views of the company. Apple Inc. manages to keep its employees very loyal to the organization by instilling a deep sense of respect for the organization.
6) Establishing and maintaining a productive corporate culture:
An HR leader’s responsibility is also to cultivate the company’s culture in a way that serves organizational purposes. Here’s one of world’s best corporation’s culture under their heading “who we are”. This gives a clear idea of how it affects an HR leader and his role.
“It’s really the people that make Google the kind of company it is. We hire people who are smart and determined, and we favor ability over experience. Although Googlers share common goals and visions for the company, we hail from all walks of life and speak dozens of languages, reflecting the global audience that we serve.” – Google’s Company Culture