Comments on: Why do we see so little HR managers in executive committees? http://blog.perpetos.com/uncategorized/why-do-we-see-so-little-hr-managers-in-executive-committees/ Wed, 12 May 2010 08:01:07 +0200 http://wordpress.org/?v=2.8.4 hourly 1 By: Philippe BONTEMPS http://blog.perpetos.com/uncategorized/why-do-we-see-so-little-hr-managers-in-executive-committees/comment-page-1/#comment-6130 Philippe BONTEMPS Wed, 12 May 2010 08:01:07 +0000 http://blog.perpetos.com/?p=381#comment-6130 Your article is quite interesting and very true. It is important for a company to understand that HR is not just a cost center but a very important asset to manage and anticipate human means (competencies, skills, resources) to achieve company objectives. Large corporation are putting in place programs like GRI (Global Reporting Initiative) to certify their operations as transparent and sustainables. It is not only about processes but it is also about ethic, human rights, respects of the planet etc... Some of those large corporations already request their partners and suppliers to be commited to such programs and therefore, I am quite sure that we shall see the entire society moving to such behaviors. That shall put HR in the middle of the stage as most of the constraints, rules, objectives are linked to HR management. Your article is quite interesting and very true.

It is important for a company to understand that HR is not just a cost center but a very important asset to manage and anticipate human means (competencies, skills, resources) to achieve company objectives. Large corporation are putting in place programs like GRI (Global Reporting Initiative) to certify their operations as transparent and sustainables. It is not only about processes but it is also about ethic, human rights, respects of the planet etc… Some of those large corporations already request their partners and suppliers to be commited to such programs and therefore, I am quite sure that we shall see the entire society moving to such behaviors. That shall put HR in the middle of the stage as most of the constraints, rules, objectives are linked to HR management.

]]> By: Alain Van der hoeven http://blog.perpetos.com/uncategorized/why-do-we-see-so-little-hr-managers-in-executive-committees/comment-page-1/#comment-6101 Alain Van der hoeven Mon, 03 May 2010 11:30:57 +0000 http://blog.perpetos.com/?p=381#comment-6101 HR in the boardroom is a feasable aspect at the moment HR succeed in translating their activities in measurable actions and results. This means "Money" or " Market share". The evolution of "workforce Management" and the automation process of some of the HR activities is a step in the good direction. Being capable to quantify the impact of absence management of the P&L, Being capable the quatify the impact of trained people on the company reveny, Being capable to measure and quantify the impact of the recruitement process on the P&L, .... Ones HR succeed in translation their actions in to measurable items, meaning Euro's, the move towards the boardroom will be easier and justified for the other boardmembers. HR moves from a 'soft' (emotional topic's) environment towards a 'hard' (rational and quantifiable) environment. I hope that by making this move HR still keeps the human touch and puts the people centrally. HR in the boardroom is a feasable aspect at the moment HR succeed in translating their activities in measurable actions and results. This means “Money” or ” Market share”.
The evolution of “workforce Management” and the automation process of some of the HR activities is a step in the good direction.
Being capable to quantify the impact of absence management of the P&L,
Being capable the quatify the impact of trained people on the company reveny,
Being capable to measure and quantify the impact of the recruitement process on the P&L,
….
Ones HR succeed in translation their actions in to measurable items, meaning Euro’s, the move towards the boardroom will be easier and justified for the other boardmembers.

HR moves from a ’soft’ (emotional topic’s) environment towards a ‘hard’ (rational and quantifiable) environment. I hope that by making this move HR still keeps the human touch and puts the people centrally.

]]>