Do you have a CEO who is mindful of HR initiatives and capable of supporting them? A post on Human Capital Magazine Online asks readers to question their company's leadership, particularly the way that c-level staff perform important HR tasks and keep the workplace on target for success in these areas.
According to survey information cited by the source, a majority of CEOs, taken from a response group of 4,000, devote less than a quarter of their time to HR. While the head of any business will have many CEO responsibilities, overlooking HR tasks sends a negative message to the rest of the company. Acting like performing related tasks "isn't their job" can make CEOs seem callous or unwilling to work with others.
An unnamed HR director told the source that he or she had mixed feelings about a CEO's commitment to HR.
"My direct manager, our CFO, is highly supportive and really understands the HR function and strategies," this person said. "However, the rest of our executive team sees HR as a 'necessary evil' overall, I do feel some support from our CEO, although he really doesn't understand my role."
Writing for the British source HR Magazine, Steve Tappin asserts that there are six different types of CEOs, each of whom will have their own preferences and opinions when it comes to HR. Identifying which is the most applicable to your company helps you figure out which specific problems need to be addressed. Some, for example, don't see HR as a "necessary evil" but have a limited understanding of what it can do.
By using an executive recruitment consultant, businesses can select a candidate with HR experience who will mesh well with the existing department.
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