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Intro
The journey from change analyst to CHRO
Three key elements to help you on your way to becoming a CHRO
Key areas HR professionals need to master if they want to become an HR leader
A word on employee engagement: How to find out what makes people tick
How to become a holistic HR professional
Five key competencies for future CHROs
Stakeholder management in a hybrid/remote reality
The role of the CHRO in 2022 and beyond
Three important elements of bringing about organizational change
The kind of people to surround yourself with in your team
Epic fail
Epic win
The importance of a strong CHRO - CFO partnership
Introduction
Why a strong relationship with the CFO contributes to the success of the CHRO
How the CHRO - CFO partnership plays out in the organization’s decision making
Establishing a strong partnership with the CFO (as a CHRO)
What doesn’t work in a CHRO - CFO partnership
Crucial skills for CHROs (believe in the role that you play!)
Why HR isn’t the ‘soft’ side of the business
Helping leaders & managers16:08 - Executive development for CHROs: start with being a great business leader
Make sure you have a handle on the most important needs at that time
Good CHROs read widely and see across the business
Narelle’s biggest lesson when she first moved into a CHRO role
CHROs moving into other C-suite roles: will this attract different talent to HR?
The biggest cliché about HR is that it does the ‘soft stuff’
Epic fail
Epic win (listening tip!)
Intro
Priorities as CHRO
What new capabilities do you need?
What are the skills that you're looking for now as people begin their HR profession?
How does HR work with the supply chain?
How can HR drive a culture that leads to winning in the marketplace?
Thoughts on boomerang employees
What works in one company does not necessarily translate into another company
Where is promotion from within strongest?
Closing Remarks
Introduction
Angella’s journey to becoming a CHRO and a board member
Challenges in attracting, developing, and retaining leaders
Should you develop leaders internally or hire externally?
Opportunities and challenges for leaders hired externally
Approach to leadership development & executive succession planning
Culture as a talent attraction and retention tool
Most critical leadership capabilities in a decentralized business like ATF
Significant areas of expertise as a CHRO
Angella’s advice to HR leaders who want to serve on boards
The power of agility and resilience
Why HR is in the best seat to drive business success
What it really means to drive business success
The importance of understanding the nature of the business
Culture as a strategic advantage
Characteristics of a great executive leadership team
HR's role in joint ventures
Aligning cultures
Skills that will make you successful
Courage as an HR leader
Closing Remarks