HR Digest

APRIL 9, 2024

In an exclusive interview with HR Digest, Trent Henry, EY’s Chief Human Resources Officer (CHRO), shares key strategies driving EY’s commitment to diversity, innovation, employee well-being, and leadership development. For boards that haven’t embedded connecting culture into their work, what would you like them to know?

Diversity 52

Diversity Career Globalization Learning-by-Doing 52

Strategy Driven

DECEMBER 5, 2014

Diversity is about so much more than human resources issues. Diversity is a continuing process where we keep the elements mixed. Good intentions and political correctness are not enough. There are many good reasons why diversity relates to your livelihood: Embracing diversity is politically correct.

Diversity 86

Diversity Budgeting Open-book Risk Management 86

CO2

DECEMBER 4, 2015

And that attitude is communicated to and frequently adopted by operating managers. The “human” in Human Resources goes missing. Do you have the time and resources to develop them? It is not “Wait six months so that they can go through HR’s box-checking process.”

Policies 78

Policies Human Resources System Metrics 78

CO2

DECEMBER 4, 2015

And that attitude is communicated to and frequently adopted by operating managers. The “human” in Human Resources goes missing. Do you have the time and resources to develop them? It is not “Wait six months so that they can go through HR’s box-checking process.”

Policies 60

Policies Human Resources System Metrics 60

Harvard Business Review

JULY 24, 2018

At the law firm Allen & Overy, the idea of replacing traditional, annual performance appraisals with a technology-enabled continuous feedback system did not come from human resources. How companies are using artificial intelligence in their business operations. It came from a leader within the practice. Insight Center.

Technology 10

Technology Talent Management Process Management 10

Harvard Business Review

NOVEMBER 16, 2011

It's hard to find leaders of the human resources (HR) function who are active in helping their organization improve the way it works. I asked dozens of people who are in HR or in process improvement to share examples of HR change leaders, and I only found a few. Though it's rare, here's an indicator of what is possible.

Human Resources 15

Human Resources Chief Operating Officer Ulrich Operations 15

Harvard Business Review

JANUARY 25, 2012

You might think that the corporate human resources function doesn't have much of a role in improving business processes, such as product development, operations, customer service, or distribution. All three companies have tough, business-savvy, and politically astute HR chiefs who are a vital partner to the CEO.

Human Resources 14

Human Resources Operations Maturity Compliance 14

In the CEO Afterlife

NOVEMBER 4, 2012

I find myself glazing over but politely listen as they brag about who’s had the least sleep and the most takeaway food. “I The creative industry operates largely by holding ‘creative’ people ransom to their own self-image, precarious sense of self-worth, and fragile – if occasionally out of control ego. Ask my opinion.

Advertising 265

Advertising Creativity Industry Bottom-up 265

Harvard Business Review

MARCH 17, 2016

Important clues are emerging from a unique consortium of human resource executives and other leaders. This quadrant might include work where employees are colocated and the operations and workers are easily accessible through physical connections. What vital processes and transformations must we execute?

Human Resources 8

Human Resources Technology Globalization Trends 8

Harvard Business Review

AUGUST 1, 2016

Therefore, it’s helpful to collect feedback via a third party such as an external search, consulting or research firm; an internal market research, branding or analytics department that is outside of both the hiring area and human resources; and/or anonymously through web surveys or via email.

Company 8

Company Human Resources Open-book Brand 8

Harvard Business Review

JUNE 25, 2013

Moe''s success against all odds — in extreme conditions where cash, human resources, and clients are hard to find, and political stability is often non-existent — that''s what I call the "Power of Yalla.". Understand culture and politics: It''s important to know what you can and can''t do.

Entrepreneur 9

Entrepreneur Power Politics Human Resources 9

Ask Atma

MAY 20, 2012

E.g. take a team of developers to tour an abattoir, take the human resource team to a museum exhibit on ancient Egypt, or take legal on an outing to a flower show. The key is to develop determination and commitment for the process. Avoid vague or general expression, such as, “politeness or “integrity”.

Team 52

Team How To Knowledge Management Self-aware 52

Harvard Business Review

MARCH 25, 2016

Meanwhile, Zenefits modernizes human resources workflows with slick software to replace outdated paper. For one, in many jurisdictions, regulators face pressure from consumers or the political process to let new entrants provide services that consumers consider exciting and attractive. Who could resist?

Hotels 8

Hotels Price Tactics Operations 8

Harvard Business Review

FEBRUARY 12, 2018

Others like Nordstrom and Oreo have similarly found themselves pulled unexpectedly into political debates. Regardless of the cause, the important thing is to have the right people, data, tools, process, and mindset to handle whatever might come your way. Involve your head of marketing and human resources early.

Crisis 12

Crisis Supply Chain Brand Learning-by-Doing 12

Harvard Business Review

NOVEMBER 2, 2012

Today's climate of employee dissatisfaction, distrust, and disengagement, as reported in numerous surveys conducted by organizations ranging from the Conference Board to Gallup and human resource consulting firms, will surely keep Scott Adams in Dilbert ideas for years. They might dearly wish you'd vote for their favorite candidate.

How To 8

How To Politics Influence Constraint 8

You're Not the Boss of Me

JUNE 29, 2009

This company operates its democracy to the extent that: Employees set their own work schedules They don’t use the same workstation more than two days in a row so that no one really knows when they go to work or how long they stay. American politics) are (again, imho) far from perfect.

System 43

System Blog Diversity Operations 43

Women on Business

JANUARY 24, 2011

But many businesswomen are so overwhelmed with running day-to-day operations, there is little or no time to do a good job at casting the net of promotional effort out—whether through community activities, donations, networking events, promotional campaigns, public relations initiatives, or advertising—it is NEVER enough!

Press Release 100

Press Release Discount Sharpe Advertising 100

Harvard Business Review

MARCH 29, 2011

A less obvious part of TFA's strategy is, through an intense process of socialization or "imprinting," to create alumni who, according to their website, "gain the conviction and insight necessary to be lifelong leaders for fundamental change, regardless of their professional sector."

Entrepreneur 15

Entrepreneur Education McKinsey Sample 15

Harvard Business Review

DECEMBER 10, 2013

They are able to effectively transition from one role, company, industry or country to the next, not only bringing their unique strengths to each but also growing stronger in the process. He operates in a similar environment, analyzes the same companies in the same sector, and has the same clients.

How To 8

How To Banking Human Resources COO 8

Harvard Business Review

SEPTEMBER 10, 2015

business units and functional groups like marketing or human resources set out “challenges” that they’d like employees to work on. The challenge sponsors picked the best ones, and they are responsible for eventually rolling out the product, service, or process improvement. Think weekly, not quarterly.

Venture Capitalist 8

Venture Capitalist Company Due Diligence Chief Information Officer 8

Harvard Business Review

AUGUST 14, 2015

One of the most surprising aspects of that work was that people would open up to me, an outsider, about all the elephants in the room — but they were too polite or embarrassed to call out the obvious issues or blame their peers inside their own organizations. I worked as a consultant for many years before becoming the CEO of Red Hat.

Construction 8

Construction Consultative Learning-by-Doing Human Resources 8

Strategy Driven

JUNE 3, 2011

Pressures continue and accelerate for companies to stay in operation, become competitive, keep ahead of the marketplace and perform quality work. There are seven levels of strategy retreats and processes in which companies can engage, with #1 being a starting point and #7 being the ultimate outcome: Information Sharing.

Strategic Planning 68

Strategic Planning Benchmarking Long-term Consultative 68

Harvard Business Review

JUNE 19, 2014

If you are convinced you are in the wrong job at the right company, get to know people in other departments so that you can ask polite questions about whether people there are happy, how they ended up there, and whether there are positions that might better fit your interests and skills. Take care with the next step.

Short-term 8

Short-term Career Long-term Case Study 8

Strategy Driven

AUGUST 1, 2014

Criticizing others may be cloaked as a subtle or even polite dialog. Our human resources department takes care of that. Not engaging in planning for future operations: So what are you gonna do about it? Companies spend disproportionate amounts of money on technology and neglect their people, processes and policies.

Budgeting 74

Budgeting Risk Management Quality Strategic Planning 74

Harvard Business Review

FEBRUARY 3, 2015

It protects you from being clueless about the political dynamics that so often kill good ideas. Political views also hang by cluster. Burt asked the managers to write down their best ideas about how to improve business operations, and then he asked two ex­ecutives at the company to rate the quality of these ideas.

How To 8

How To Diversity Letter Learning-by-Doing 8

Harvard Business Review

JULY 27, 2016

In most markets, the current community standard for quality consists of “yestercare” models in which quality is opinion-based and providers compete on the basis of subjective reputations, market clout, and politics. The result is the process is helping to create a national quality-based market for health care.

Health Care 8

Health Care Proposal Quality Cooper 8