Why?\u00a0 Because we\u2019re not doing our jobs and our bosses know it.<\/p>\n
Workforce Magazine published an article saying \u201cBusiness Leaders Don\u2019t See HR as Key to People Strategies<\/a>\u201d and Thomas Otter asks a bunch of us this question:\u00a0 \u201cHR-HCM folks, does this concern you?<\/a>\u201d\u00a0 Absolutely yes it does concern me.\u00a0 And this isn\u2019t the first time I\u2019ve said so.\u00a0 I feel like I\u2019ve spent the last six month preaching that while HR has a \u201cseat at the proverbial table\u201d we\u2019re just sitting there twiddling our thumbs.\u00a0 We are all overjoyed that we\u2019re doing great new things like talent acquisition and talent management \u2013 topics that have captured the deepest thoughts of our CEO\u2019s.<\/p>\n But let\u2019s face it:\u00a0 The CEO doesn\u2019t care about talent management!!!!<\/p>\n \u201cReally?\u201d You ask.\u00a0 \u201cDubs, I change my mind about you.\u00a0 You\u2019re an idiot.\u201d Well, let me rephrase.\u00a0 They only care about talent in so far as they know they need it and they want their talent to perform.\u00a0 HR thinks about talent management and we get ideas of training and performance reviews and merit processes.\u00a0 Let me restate.\u00a0 The CEO does not care about any of the above.<\/p>\n I\u2019ve been sitting around the last few months preaching that it\u2019s about innovation networks, collaboration and the resulting advances in technology, process, productivity and profits.\u00a0 These networking ideas are \u201cpeople\u201d things that are a direct downstream result of the organizations ability to mobilize and get talent into a workable organizational model.<\/p>\n Only 23 percent of corporate leaders see their HR departments as currently playing a crucial role in coming up with corporate strategy and having a significant impact on operating results. And although business experts increasingly recognize people as a key intangible portion of a company\u2019s market value, 63 percent of executives rarely or never consult their HR team on mergers and acquisitions. Even when it comes to regulatory compliance, a traditional HR domain, 26 percent rarely or never check in with HR.\u00a0 ((Kiger, Patrick, May 29, 2007.\u00a0 \u201cBusiness Leaders Don\u2019t See HR as Key to People Strategies.\u00a0 Workforce Magazine.\u00a0 Retrieved from http:\/\/www.workforce.com on June 17, 2007.))<\/p>\n I\u2019m not saying that the current pieces of talent management are unimportant.\u00a0 Just like being on point when there\u2019s a harassment case or the unions want to negotiate, there are some things we just have to do.\u00a0 And when we focus on things like recruiting and performance, we\u2019re thinking about talent, but not in ways that are always relevant to the business.\u00a0 At the end of the day, CEO\u2019s don\u2019t care if they have talent.\u00a0 They care if their talent is producing results, and if HR thinks that we can\u2019t play in that game, then we should just get out of the game.<\/p>\n","protected":false},"excerpt":{"rendered":" Why?\u00a0 Because we\u2019re not doing our jobs and our bosses know it. Workforce Magazine published an article saying \u201cBusiness Leaders Don\u2019t See HR as Key to People Strategies\u201d and Thomas Otter asks a bunch of us this question:\u00a0 \u201cHR-HCM folks,…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[8,44,20],"tags":[],"class_list":["post-757","post","type-post","status-publish","format-standard","hentry","category-strategies","category-innovation","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/757","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=757"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/757\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=757"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=757"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=757"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}