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Hosted by Greg Morton, CEO, NCHRA
"Industrial Relations," "Personnel," "Human Resources," "Human Capital" -- it seems as if the terms are always changing! This blog spotlights those individuals who are shaping the science around people and their purpose, in an unparalleled intersection of technology and humanity.

 

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Charlene Li on Technology and Employee Experience

Posted By Laurie A. Pehar Borsh, Tuesday, June 27, 2017
Updated: Tuesday, June 27, 2017

This week my CEO's Corner post puts a spotlight on Charlene Li, Principal Analyst at Altimeter (a Prophet Company) and keynote at this year’s HR TechXpo. Li supports leaders to thrive with disruption, primarily focusing on creating business strategies and developing leadership around digital, social, and emerging technologies. An analyst since 1999, and having seen business, society, and the world undergo seismic changes over the last 18 years, she’s driven to create research and thought leadership that helps to bring greater clarity and inspire audacious actions.

Read this article on the new CEO CORNER.

Tags:  CEO Corner  CEO's Corner  Employee Experience  Greg Morton  HR Experts  HR Leadership  HR Tech  HR TechXpo 

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Louise Welch, former Senior HR Professional at Google, in the CEO Corner: The Role of HR in Today's Organizations

Posted By Greg J. Morton, Monday, April 24, 2017

Senior HR professional, Louise Welch, who has been with Google for 14 years in a variety of HR positions, is now moving from California to Capital One in Virginia. During her time at Google, Louise's responsibilities included staffing, global university relations, human resources, career development, product management and talent management.

Most recently, she was Head of Talent Management at Google and lead talent management best practices, succession planning and top talent initiatives company wide. Prior to that, she was Head of Learning and Development Technology and lead product strategy for new company-wide learning technology systems.

As the Head of Career Development, she and her team built global coaching, mentoring and rotational programs. Louise was with Google in Mountain View, CA for 10 years and in London for 4 years. Prior to Google, she was in advertising at Bates Worldwide in New York and at start-ups in San Francisco. Louise holds a degree in Psychology from Sewanee, The University of the South.

I wanted to hear Louise Welch’s thoughts on her HR career, that has spanned several functions. I was curious to know how her experience has shaped her view of the role of HR within organizations.

Q. You have already had a rich career in roles ranging from HR Business Partner, to Career Development and Global Talent Management. From your vantage point, what is one insight you would share from having worked across these various functions?

A.  There is an advantage to developing breadth across several functional areas.

I've been able to reinvent my career every few years—virtually starting a new career each time in an area in which I hadn’t worked before.

I attribute my career opportunities to excellent leaders who were willing to take risks on me to do these jobs well even when I didn’t have a background in them. The insight I've gained--which has benefited me throughout my career---is an understanding of how all the aspects of HR work together and the build value in each other, whether it's strategic planning, staffing, university relationships, or people systems. Broad exposure has been eye opening and helps me operate as a strategically-minded HR professional.

Q.  What is the most important area of human resources or talent management that all leaders and managers should get more training in?

A.  One skill that leaders don’t exercise consistently is how to have development conversations. They tend to be good at the mandatory conversations around performance management, succession planning and compensation. 

However, I've found that great managers naturally and instinctively have development conversations as part of their one-on-one meetings with direct reports. 

They really take the time to get to know their employees, their long-term goals, and what skills they want to develop. I think all managers should take the time for these rich development discussions.

Q.  What is one area of HR that often gets overlooked and could benefit from more innovation?

A.  I think there needs to be more innovative improvement in the overall HR system landscape. For example, I've found that many HR departments use multiple systems for their operations, however most of them are not fully integrated and do not have a holistic picture of the employee or organization. 

By integrating systems and having effective data management practices, HR will have a more complete and strategic overall view of the organization. 

This will enable HR partners to better consult with business leaders and to help shape their people strategy.

 

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You can follow Louise Welch on LinkedIn.  

If you'd like to comment or have further questions for Louise (or me), I welcome you to post here (below), on Twitter @GregJMorton or on LinkedIn (adding #CEOCorner).

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Greg Morton  is a corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

Tags:  Capital One  CEO CORNER  Google  Greg Morton  HR Experts  HR Leadership  HR Management  human resources management  Louise Welch 

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HRCI CEO Amy Schabacker Dufrane Shares Thoughts on the Present and Future of HR

Posted By Greg J. Morton, Tuesday, March 28, 2017
Updated: Tuesday, March 28, 2017

Amy Schabacker Dufrane, Ed.D, SPHR, CAE, is CEO of the HR Certification Institute, where she focuses on developing collaborative long-term partnerships with individuals and organizations looking to create and deliver change around human resources. Before joining HRCI, she spent more than 25 years in leading human resources functions within nonprofit and for-profit organizations.

HR practiced well – which is what HRCI is all about – ensures that organizations hire the best, support employees to perform their best, and align their human capital with the organization’s business goals.

I wanted to hear Amy’s thoughts on the present and future role of HR and how HRCI is raising the bar on how HR leads business. 


What does a 21st-century HR organization look like? What skills beyond traditional HR subject matter knowledge do HR professionals need if they are to be successful?


The most important resource of any organization – and in fact, business as a whole – is its people. The most powerful way an organization can differentiate itself is through its people – because people are what’s behind every product and service. To be successful, today’s HR professionals must understand the business they work for. They need to understand what they are selling, what their organization’s challenges are, and what their customers and employees are saying. In short, we need to be business leaders who can think and strategize. 

We can no longer just be the “rules and tools” people.  

We need to be able to look at data from finance and marketing and think about HR from the perspective of how do we hire the right people and how do retool the people we have. 

We need to be able to ask, and answer, the right questions: What do we need to do from a strategy perspective? Who do we need to be here to make the changes we need to make, not tomorrow, but five years from now? How are we going to get there? Do we work with colleges and universities to identify the talent we need so we can put the right training and education in place? It’s about being able to make recommendations about what the future looks like from a human capital standpoint. 

We also need to think about how we brand our company. It used to be “come and work for us, we have great benefits and we will pay you well.” Now, to entice people to come work for you, you have to clearly differentiate your workforce and your workplace and your products or services as something that that’s interesting and appealing to be a part of. 


What would you say to a CEO about the importance of the HR function in their company?

HR’s role in business is so fundamental. Never before have we seen this necessity for HR and anything that is going on in business to be 100% in alignment. Good HR people who have earned accredited professional credentials perform better and are more invested in their career and their profession. And there’s large-scale research that proves that. Professionally credentialed HR pros are in it for the long haul. They are committed to making sure they understand the fundamental elements of HR and how to protect their organization and move it forward. This requires competencies in leadership and development and analytical thinking, all of which are elements of being certified at a more senior level.


What do you think about the notion that with all this automation and artificial intelligence, robots will replace HR? 

I think that technology and innovation are presenting opportunities that greatly enhance HR. Think about how we used to do performance evaluations. It was paper-driven, once-a-year conversation whose impact was pretty much limited to the sphere of the supervisor and their direct report. Today, we have a rapidly growing array of technologies that allow supervisors and staff to deliver, receive and integrate feedback continuously and across entire organizations, enabling managers, employees, teams, departments and entire companies to learn, adapt, evolve and perform at the highest levels. While automation has reshaped and eliminated certain jobs and technology can be expensive, even the smallest companies are becoming more and more sophisticated. Automation and AI are allowing us to work smarter. With AI we now have technology that helps us figure out how work gets done and who is involved. It’s HR’s job to figure out how to put that technology to work for us. This is very exciting, and I see this as HR’s challenge in the digital age – how to put technology to work for us to help our employees work smarter.

To learn more about HRCI, got to: www.hrci.org 

Follow (HRCI) on: 
LinkedIn – https://www.linkedin.com/company/hr-certification-institute
Twitter – https://twitter.com/HRCertInstitute
Facebook –  https://www.facebook.com/hrcertificationinstitute
YouTube – https://www.youtube.com/user/HRCertInstitute?feature=guide

Connect with Amy: 
Twitter – @HRCI_CEO 
LinkedIn – https://www.linkedin.com/in/amydufrane



Greg Morton is a corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

To comment on this article or ask (name of person interviewed) additional questions, please post below, tweet to @GregJMorton or connect with Greg on LinkedIn (using #CEOCorner with all social media posts).

 

 

Tags:  Amy Schabacker Dufrane  CEO  Ceo Corner  Certification  Greg Morton  HR  HR Education  HR Leadership  HR Re-Certification  HRCI  Innovation  innovators 

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Chat with Richard Rawson, President, Insperity

Posted By Laurie A. Pehar Borsh, Tuesday, July 26, 2016
Updated: Tuesday, July 26, 2016

Richard Rawson is the president of Insperity, an industry-leading HR services company based in Houston, Texas. With 60 offices and more than 2,200 corporate employees across the U.S., Insperity provides an array of HR solutions designed to help improve business performance. Founded in 1986, this year, Insperity celebrates 30 years in business.

I sat down with Richard to talk about HR challenges that businesses face today, including the new white collar exemption rule, along with lessons Insperity has learned in its three decades as an HR services provider.

How will the new white collar exemption rule update affect businesses?

The new rule is definitely going to increase cost and complexity for employers. As you know, Greg, the new rule increases the weekly salary required for an executive, administrative or professional employee whose job duties otherwise qualify the employee to be considered an exempt employee.  If employers of exempt employees earning less than $913 per week choose not to raise the weekly salary to meet the new standard, their employees will, generally, have to track their hours.  For example, hourly employees in California must be paid 1.5 times their regular rate of pay for any overtime work in excess of 8 hours per day up to 12 hours or 40 hours per week.    

Business owners are really going to have to spend time evaluating their employee classifications. This is really, really important. This starts with evaluating current classifications of exempt employees in light of the salary test and the duties test. Although the duties test has not changed, now is a good time to ensure that all job descriptions and classifications appropriately reflect the current responsibilities of each job.


If an employee changes from exempt to nonexempt, a time tracking system will need to be in place. Businesses also need to be sure to review and update any wage-hour processes and policies as needed, including timekeeping for hourly employees. Additionally, if there are employees being reclassified, business owners also need a communication plan to explain the changes. This should include training for both reclassified employees and their managers.


In general, it’s a good time to revisit the rules and regulations around the Fair Labor Standards Act, and make any adjustments needed to remain in compliance. The fines and penalties for noncompliance can be really costly.


How do HR challenges change as a business grows?


HR starts out simple. You need payroll to pay your people. You have to figure out benefits. You have to get workers’ compensation coverage. Then you have to start building a set of policies and procedures that continue to grow as your business grows.  For example, a PTO policy and an approval system for pay raises. And, as you grow and the laws change, you have to consistently apply these policies and procedures to all situations, otherwise, you open yourself up to liabilities and lawsuits.


Once you have those things in place, you need to move into the strategic part of HR. For example, compensation planning, which is designed to get the desired behaviors and results from your employees. But compensation systems shouldn’t be the same for all types of employees, so it becomes increasingly complicated as you grow. Your compensation plan has to be flexible enough so you can change it and get the desired results without destroying the motivation that it created.


And then you have things like compliance management, liability management and refining your policies and practices so that they demonstrate and accentuate the culture of the company that you want. That’s a big deal because every business has a culture. You can either create it, or it will create itself. If you want to have a business that attracts quality people who do the right thing – with good and honest morals and ethics – you have to create a culture and HR policies and practices around it.


Your culture starts with your mission statement and your values.  If employees feel like they’re valuable and like what they’re doing, it affects their attitudes about coming to work. Once you have enthusiastic people, you can deliver incredible products and services to your customers. Good culture produces great performance by employees.  


What lessons has Insperity learned in the course of 30 years as an HR services provider?


HR is constantly changing. The more states that a business is in, the more change is involved. With three different sets of rules and regulations for every state – rules for health and benefits insurance, workers’ compensation, and state employment laws – change is inevitable.


We’ve also learned that the investment in technology has become a massive component of what we have to do to deliver HR services. The value of having timely and accurate data is critical. There is no room for error.


Culture is also vitally important. While early on, in the 80s and 90s, culture wasn’t discussed specifically, we did establish a culture at Insperity that we’ve replicated across our locations nationwide. Our culture is built around a service mindset. It includes things like respecting the worth of the individual, doing the right thing, treating others as you’d like to be treated – those things are really key. As you grow and expand, you have to learn how to instill those values in your employees.

 

Employees spend a significant amount of their day at work, so it’s better to be in an environment that is conducive to feeling good. When you walk into an Insperity office in Houston, it looks and feels just like the office in San Francisco. We believe that when you have a commitment to continuity, it produces emotional stability in employees.


To learn more about IInsperity log onto: www.insperity.com.
Follow on: LinkedinTwitter
YouTubeFacebook.

If you'd like to comment or have further questions for Richard (or me), I welcome you to post here (below), on Twitter -@GregJMorton (#CEOCorner) or on Linkedin.

 

Tags:  CEO Corner  Greg Morton  HR Experts  HR Management  Insperity  Richard Rawson  White Collar Exemption Rule 

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Conversation with Michael Papay, CEO and Co-founder of Waggl

Posted By Greg J. Morton, Tuesday, July 12, 2016

A proven HR technology pioneer with over 15 years of domain experience, Michael Papay is CEO and Co-founder of Waggl, a San Francisco Bay Area company that provides a simple, cloud-based solution to help organizations listen to people, distill insights and make improvements. He is a frequent author and contributor to advancing the thought leadership around organizational learning and employee engagement. Papay believes that mutual respect and active listening leads to more meaningful relationships and productive organizations. 

Companies now want an engaged workforce and employees want to know that their opinions count. dynamic pulsing platform to enable focused communication, Waggl offers a solution that fits this ever-present need. I wanted to know what Michael thought about the role of HR and how it continues to change in conjunction with today's new technologies and trends.

Q:  What are some of the most pressing challenges faced by HR professionals today?

A:  The workplace has become extraordinarily complex, and is only becoming more so every day.  Most organizations aren’t properly organized to cope with digital transformation. Deloitte's 2016 Global Human Capital Trends Report surveyed 7,000 HR and Business Leaders from 130 countries and found that 92% of HR and business leaders believe that redesigning their organization is a top priority in the coming year. All of this complexity puts HR professionals in the difficult position of having to serve as the compass for the human beings that work in these organizations as they navigate tremendous change.  This requires the ability to have a real-time, two-way dialogue in which everyone has the opportunity to be heard, so that business leaders can access the intelligence of the entire organization.  It also requires the ability to communicate new ideas quickly and effectively, so that the organization can achieve alignment on key initiatives as they are introduced.

 

Q:  How can Waggl's pulse surveys change the way HR professionals approach these challenges?

A:  HR technology often aims to help with efficiency and improve processes.  But beyond that, pulse surveys can provide a way for HR and business leaders to really tune into the wisdom in the system. The people who are on the front lines dealing with customers every day hold a great deal of valuable knowledge, but in many cases, they don’t have a direct line of communication with executive management.  The traditional means of listening and drawing insights from a large group of employees has been the annual survey, which takes months to administer and is already out of date by the time it is received.  Similarly, most people want real-time feedback in order to improve their performance on a continual basis, rather than sitting down with a manager only once a year.  Pulse surveys are a great way for organizations to communicate more frequently and authentically with their workers, and also enable HR and business leaders to quickly surface ideas and achieve alignment.

Q:  In such a complicated business environment, does it really make more sense to add more technology and tools into the mix?

A:  As we head deeper into the new era of digital disruption, HR and business leaders will need to take a more active role in encouraging technical innovation in order for the entire organization to be successful.  According to a recent report from Cisco, IMD, and the Global Center for Digital Business Transformationby neglecting digital workforce transformation, companies are failing to build the capabilities that they will need to succeed in an era of digital disruption.  The report describes the steps that an organization can take to digitize its people-related processes in order to build a workforce that is highly agile, innovative, and engaged – factors that will enable the organization to create value for its customers, partners, and for its own employees.

 

At Waggl, we believe that works needs to be more human, and that listening to people is valuable.  Our utilization of technology strives to help strengthen connections, distill insights, and create a 2-way dialogue that allows people to contribute, and feel more engaged and motivated. Our aim is to make it easier for HR leaders to better manage the cultures  of their organizations, and to connect and engage with their people through a common sense of purpose. We build trust within the workplace by giving employees a voice and a set at the table.  The ultimate goal is to provide a better way for everyone to make a difference.

 ... a sponsor of HR West Seattle, July 15, 2016
Learn more about Waggl 
Follow Michael Papay on Twitter: @Papay3
Follow Waggl on Twitter: 
@waggl_it
Connect with Michael Papay on Linkedin
Please follow me on Twitter: @GregJMorton
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Tags:  CEO  Ceo Corner  Greg Morton  HR  HR Tech  HR West 2016  HR West Seattle  Innovation  NCHRA  Waggl 

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