Many organizations today recognize that talent management is just one of the human resources (HR) challenges they face. CHROs are responsible for everything from basic compensation and benefits through more detailed rewards systems, from helping senior management to align organizational structure to managing a performance system that assesses and inspires individual contributors throughout the organization. And more.
In response to feedback from a number of CHROs, Sibson Consulting launched a CHRO Forum group that meets regularly to share information, discuss issues and present challenges and potential solutions.
This webpage offers members a central location to find details and resources covered in calls and meetings to date as well as information on upcoming topics.
Want to join? Have a question? Trying to reach other members? Use this simple contact form.
The resources from calls and meetings as well as published articles are arranged below in reverse chronological order.
Thought starter videos are short recordings made after a group call that capture the premise of each topic and some of the thoughts expressed by the members on the call. Use the contact form to start further discussions on any of these topics.
Leveraging HR's Key Role for the Success of Organizational Initiatives
What role does the head of HR play in new organizational initiatives? More and more, CEOs and other senior leaders are coming to realize that the CHRO is uniquely poised to best understand and leverage the needed contributions of people in making initiatives successful. How has that role evolved and expanded in recent years?
A new white paper from Chief Executive magazine captures the discussion among CEOs at a roundtable led by Sibson Consulting.
December 5, 2018 Publication in Forbes
Selecting HR Metrics That Matter In Today's Business Environment
Which HR metrics are the most useful for organizations today? The range of potential metrics can be staggering, and it is clear that gathering and comparing too many metrics can become an academic rather business improvement exercise.
Read the article in the Forbes HR Council online edition to learn some top choices that will be insightful for many mid-sized organizations and can provide valuable data for competing in today’s market.
The Evolving Employee Value Proposition: Moving To A More Flexible EVP For 2019
In recent years, the EVP has evolved into an exchange with employees: what the employer provides, and what the employee offers in exchange. For the employer especially, that exchange is an investment in attracting and retaining the people needed for the organization to succeed. Like any investment, it needs to be monitored.
Read the article in the Forbes HR Council online edition to learn about a proven process to evaluate your organization's EVP and to keep it fresh year after year.
Does Having an EVP Still Matter? The answer is more than simply "Yes."
Employers have seen for years that an employee value proposition (EVP) can make a significant difference when attracting and retaining employees. While some organizations today still lack a formal EVP in their HR tool kit, others face the challenge of reshaping their EVP to address the needs of a changing job market and an evolved workforce. No one model works for every organization – but the common thread is that every organization can use the EVP model to be a “talent magnet.”
Sibson moderated a roundtable discussion with Chief Executive magazine to discuss how the right EVP approach can give firms a competitive edge in the labor market.
Read the Chief Executive white paper to see what experts say about the EVP
Can HR Facilitate Effective Internal Communications? – List of Key Questions
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