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HR Next - Defying Gravity

When HR steps out of its traditional silo – We believe the time is right to accelerate the reinvention of HR 

Introduction – “The Renaissance” or “Story of Rebirth”


Recent trends show that HR is at a crossroads, as technology can now accomplish many of those traditional responsibilities faster, cheaper, and better than before. It’s now moving from transaction to interaction.



The best HR departments are creating centers of excellence (COEs) in strategic areas such as organizational development, talent acquisition, and talent management. They are also providing better support to line managers via strategic HR business partners, and gaining points for pulling up from administrative minutiae to work on the long-term health of the business. But there is still a long way to go. We hear continued frustration from business and HR leaders alike that the value of the much touted “strategic” approach remains at best unquantified, at worst ill-defined and poorly understood.



A recent survey of CEOs showed that they are anticipating big changes in how they do their jobs. This means there should be changes in how HR operates too. The survey found that, CEOs see their roles as being driven by innovation and delivering change. The study concluded that CEOs should “be driven by a passion for innovation, and would provide the most value to the organization through driving ideas and strategy (1st) and innovation (2nd), ahead of good corporate management (3rd) and good operational management (6th)” But there’s a problem with this. CEOs will have to change their current management style of being the pacesetter to one team building and coaching.




Naturally the challenge of helping the CEO change is that the CHRO needs to change too — and it needs to begin NOW. If you, as a CHRO, are not experimenting with new forms of technology, new forms of management, new forms of compensation, and new forms of building teams, you will not be prepared by the time 2020 gets here. That is a lot of “new” for a profession that tends to be slower to adopt new. So start now.



What are you going to do about it? How will you help prepare your CEO for the challenges?




Today there are countless recruiting platforms, onboarding programs and talent management systems available to employers and many have argued that HR as a whole will have to quickly adapt or face extinction

CHROMA believes that this doesn’t necessarily spell the end of HR, but only an evolution, perhaps even an opportunity



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