Harvard Business Review

JULY 29, 2014

In the July/August issue of HBR , Ram Charan argues that the Chief Human Resources Officer (CHRO) role should be eliminated, with HR responsibilities funneled in two separate directions — administration , led by traditional HR-types, reporting to the CFO; and talent strategy , led by high-potential line managers, reporting to the corner office.

CFO 11

CFO Charan Intangible Assets Human Resources 11

Harvard Business Review

NOVEMBER 21, 2023

A conversation with AlixPartners’ Ted Bililies on shifting strategy in a tough market.

Development 18

Development Marketing Strategy Human Resources 18

Harvard Business Review

JULY 30, 2014

Charan (intentionally or not) lambasts the entire HR profession (“It’s time to say good bye to the Department of Human Resources ” ). I advocate teaching the 60% what they can do to deliver value even in difficult circumstances (working with non-supportive leaders or in difficult markets, for example).

Charan 10

Charan Human Resources Leadership Pipeline Decentralization 10

Harvard Business Review

OCTOBER 31, 2014

Human-capital issues are top-of-mind for CEOs around the world — but their regard for the HR function remains perilously low: In a PwC study , only 34% said that HR is well prepared to capitalize on transformational trends (compared with 56% for finance). These managers also bring a valuable perspective to the table.

Human Capital 14

Human Capital Charan Human Resources Cost 14

HR Digest

JULY 29, 2020

If you analyze functions like finance, IT, and marketing you will find common drivers of success. Innovation in talent management and workforce panning strategies is required to help companies make profits again. Talent Management. The coming years will likely remain challenging for HR executives.

Attrition 98

Attrition Talent Management Agility Innovation 98

Harvard Business Review

NOVEMBER 23, 2010

Its the managers responsibility to lead their employees, manage performance, and provide guidance. Yes, managers often interview job candidates or identify the most talented employees as part of a talent management program. Thats different in IT, accounting, or finance.

CIO 15

CIO Guidelines Telecommunications Emotional Intelligence 15

Harvard Business Review

MAY 6, 2011

Every month, I have dinner with two of the top people in any field — finance, marketing, I.T., general management, human resources, supply chain, you name it — that I have heard about through our recruiters or by word of mouth. So I began a practice I've kept up to this day.

Supply Chain 14

Supply Chain Collins Long-term Human Resources 14

Harvard Business Review

FEBRUARY 15, 2013

Social enterprises and nonprofits increasingly recognize the need to adopt management disciplines used successfully in the for-profit world. The Social Business Trust , The Gates Foundation , Endeavor , Technoserve , Absolute Return for Kids , and others already draw heavily on talent from for-profit firms as a source of these skills.

Chief Operating Officer 8

Chief Operating Officer How To Airlines Long-term 8

Harvard Business Review

JANUARY 27, 2017

At some of the world’s most successful enterprises — Google, Netflix, Amazon, Alibaba, Facebook — autonomous algorithms, not talented managers, increasingly get the last word. Elite MBAs (Management by Algorithm) are the new normal. But that future’s already arrived. That was the challenge.

Outsourcing 8

Outsourcing Software CAPEX Competitive Advantage 8

Harvard Business Review

AUGUST 8, 2014

A similar proposal to Split Finance would likely have been rejected out of hand by organization leaders (and Harvard Business Review editors), because its obvious that the Finance function must fit the organization strategy and leader capabilities. Yet this evidence is apparently not well-known.

Charan 14

Charan Finance Human Resources Supply Chain 14

Harvard Business Review

JANUARY 11, 2017

There’s urgency here because we believe the role of technology in the labor market will become more pronounced as artificial intelligence and machine learning affect white-collar jobs in much the same way that robotics has affected blue-collar jobs.

Skills 8

Skills Engineering Telecommunications Incentives 8