Library: Monthly Commentary on Business and HR Issues
When Are You Ready To Lead HR?
Posted: 2013-10-31 By David Wexler
Other Reflections Articles
- The Invisible Hand (of HR)
- So, Who Owns Culture & Culture Shift In Organizations?
- What kind of HR Leader Are You?
- What CEOs Say About HR
- Are We Financial Illiterates?
- Are You Looking for Work?
- What Does Your Business Consider Key For Success?
- The Implications Of The Changing Physical Work Environment
- David Wexler
- Something I Learned for Dealing With Toxic Leaders
- The Importance Of Staying Connected
- Reinventing Recruiting
- It's Beginning to Look A Lot Like Christmas...
- Some Thoughts & Take-Aways From U.S. Conference
- Human Resources and Metrics
- For Ourselves
- Have Some CEO's Lost Their Way?
- What To Do When 1000 Search Firms Come Calling
- My Wish List For Professional HR Associations
- Are We At The Beginning Of The Next Wave Of Career Moves?
- A Review Of 2011 & Preview Of 2012
- Searching for Mr. or Ms. Good CEO
- New Budget and a chance for some refreshed thoughts
- A Darwinian Approach To HR Leadership
- HR is key in Mergers and Acquisitions
- Working Long Hours? Better Buy A Defibrillator
- Making Sure the Employee Fits The Job
- Should We Pay for Whistle-Blowing
- Some Thoughts RE: Spring Cleaning
- Are We Doing Our Jobs As HR Leaders?
- So The Recession Is Over, Now What?
I recently attended a SHRM conference in San Diego, along with 400 fellow HR professionals from around the world, and during a roundtable luncheon discussion with six Chief Human Resources Officers (CHRO), the question was asked: “What was your journey in becoming a CHRO?”
The answers were varied as you might suspect, with some on the panel answering that they had come up the ranks through Recruiting; some through OD; some through leading Compensation; and others through a senior HR Business Partner role.
The path taken in many cases seemed to be dictated more by the orientation of the company (e.g. did it place more value on the compensation function; did it place more value on the talent function), than by the qualities and qualifications of the indiv.....
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