Let’s talk business and prove HR is fit for the top

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first_imgIsn’t it boring to have to make the case over and over for HR on the board?The latest research from Andersen Human Capital (News, p1) shows that the FTSE100 companies with HR directors on the board are twice as profitable as thosewithout. Of course they are. We should thank Andersen for taking the trouble,but isn’t it about time boardrooms accepted this as a given? It all boils down to whether chief executives see HR as a backroom servicerunning boring but mandatory HR transactions or whether they see the capabilityof the company’s people as an important strategic business issue. Our special report shows that organisations are developing a range of newdirector-level roles to make sure they deal with their human capitalstrategically. Put simply, a lot of CEOs are waking up to the fact that if theydon’t take human capital seriously they will see a lot of their best peoplewalk out of the door and head straight for a competitor. We may even see humancapital find its way into company reports as a criterion of shareholder value,and the people director given as much boardroom space as the analyst. This is good news, except for one thing – too often boards are notrecruiting from among the ranks of the HR profession for these new roles. Thisis wrong. There are plenty of talented and ambitious people in HR who are up tothe job but they need to get crucial business experience as early in theircareers as possible. In the week of the CIPD annual conference, it is a good time to demand thatthe leaders of the HR profession – including the CIPD itself – seize theinitiative. This could be the moment the profession has been waiting for, solet’s not waste it. Previous Article Next Article Let’s talk business and prove HR is fit for the topOn 23 Oct 2001 in Personnel Today Comments are closed. Related posts:No related photos.last_img

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