According to Noe, Hollenbeck, Gerhart, and Wright (2014), chief human resource officers (CHROs) bear the responsibility for leading the HR function as well as ensuring that HR systems and processes deliver value to the company” (p. 744). In today’s businesses, CHRO’s roles are changing in ways like never before. Historically, HR was about operations; however, today it’s about talent. Moreover, the CHRO has to master everything related to acquiring, developing, and deploying top talent and be able to lead the function by delegating the work of the discipline to her team (Wright, Boudreau, Pace, Sartain, McKinnon, and Antoine, 2011).
Accordingly to my experience and perception of the organization workplace, the following CHRO roles are prioritize based on time spent across these roles: Strategic advisor (22%), Executive Coach, (19%), Workforce sensor (17%), Talent architect (15%), Functional leaders (12%), Firm …show more content…
Therefore; the executive coaching (19%) function is to make sure that time is well spent coaching employees as to how their role/performance adds value to the company. According to O'Neill (2011) the essence of executive coaching is helping leaders work through their dilemmas so they can transform their learning directly into results for the organization (p. 1). By and large, realizing that today’s workers want more than a comprehensive compensation and benefits package, the workforce sensor (15%), focus on motivating employees by designing opportunities that interesting and exciting. Kurtz, Boone, Dewald, McIntyre, and Martini (2008) suggest that “high employee moral occurs in organizations where workers feel valued, heard, and empowered to contribute what they do best. High moral generally results from good management, including an understanding of human needs and an effort to satisfy those needs in ways that move the company forward”
Accordingly to my experience and perception of the organization workplace, the following CHRO roles are prioritize based on time spent across these roles: Strategic advisor (22%), Executive Coach, (19%), Workforce sensor (17%), Talent architect (15%), Functional leaders (12%), Firm …show more content…
Therefore; the executive coaching (19%) function is to make sure that time is well spent coaching employees as to how their role/performance adds value to the company. According to O'Neill (2011) the essence of executive coaching is helping leaders work through their dilemmas so they can transform their learning directly into results for the organization (p. 1). By and large, realizing that today’s workers want more than a comprehensive compensation and benefits package, the workforce sensor (15%), focus on motivating employees by designing opportunities that interesting and exciting. Kurtz, Boone, Dewald, McIntyre, and Martini (2008) suggest that “high employee moral occurs in organizations where workers feel valued, heard, and empowered to contribute what they do best. High moral generally results from good management, including an understanding of human needs and an effort to satisfy those needs in ways that move the company forward”