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Try imagining yourself in the position of a CEO or any other C-Suite level executive. What would you want from the organization and its employees? CEOs, given that they are the most top-level executives of the organizations, like to “think big” when it comes to the needs of the organizations. They’re more focused on the big picture rather than issues such as, “We need to replace the former employee with a new one”, “there’s a new training program out”. The CEOs concerns lie in what makes the business more productive and competitive.

To meet a CEO’s needs and expectations, you need to be able to bridge the gap between those trivial troubles and the major ones that CEOs are trying to solve. Let’s observe how this can be done by an HR leader with the help of his HR responsibilities.

Cultivates a Culture That Promotes Productivity

It is certainly the work of an HR leader to establish and promote the corporate culture. This is achieved by using several supporting elements such as history, polices, formalities, type of employees, symbols, and management styles.  A disorganized corporate culture, where the employees often arrive late and fail to meet targets, is certainly the opposite of what a CEO wants.

Develops New Leaders

Recruiting the “right talent” is what they say every HR manager should be able to do. Do you believe your department has been very effective in this process? You may have been able to hire long-lasting employees. However, being able to recruit talented workers and transforming them into leaders is a different matter -- and one that CEOs always look forward to.

Increases Retention

When it comes to taking care of your best employees, CEOs aren’t too worried about compensation and benefits packages. They unquestionably want HR leaders to harbor key employees and provide them with incentives to retain them. The best employees often have the potential to turn around the business’s performance in just a matter of time. Sometimes these key performers single-handedly uphold the productivity and performance of their departments.  Not being able to please key performers will make you lose them to a competitor and cause problems that any CEO does not want.

Corporate Vision and Mission Support

Being obsessed with the company’s vision and mission comes naturally to any C-Suite level executive. The corporate vision and mission is what is usually communicated with the stakeholders (customers, suppliers, shareholders, competitors and the team) who make all the difference to an organization.

The vision and mission can be supported using various ways such as by disseminating and reinforcing it from time to time among employees.

Facilitates Change when Required

Change doesn’t come easily to an organization, but when it is required, an HR leader has to be able to generate and accomplish it without creating a disaster. When change is required, the process has to be a smooth one. An HR leader needs to understand which direction the top levels are trying to steer the company to. He should be able to work collaboratively with BODs and employees to know how to achieve it through communication.

Fulfills the Needs of the Most Important Stakeholder: The Customer

An HR leader, besides being engrossed in recruiting, training, retaining, and other activities that focus on the workforce, should know exactly how their actions impact the key stakeholder: customer. Employees are an asset to the organization, andfor that reason, have to somehow contribute to fulfilling the needs of the target market. An HR leader has to be able to visualize how this is to happen with the help of their daily activities involving the workforce.

About Author:
Skornia Alison is a specialist in offering career consultancy and helping people bring out their entrepreneur or leadership traits to foreground. She’s also an avid reader having interest in fiction novels. She’s currently serving her expertise at Essay Valley.