4 Emerging Trends from CHRO Exchange

Dec 03, 2015 | Categories: talent management
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Major Human Resources Gathering Reveals Focus of Top Execs

Managing a HR budget in the multi millions. Responsible for retention of an international company with multiple profit centers. Tasked with recruiting the best candidates in the world for a billion dollar company.

These are just a few of the responsibilities of some of the nation’s top HR leaders who attended last month's Chief Human Resources Officer exchange in Florida.

A highly prestigious event, CHRO invited HR executives from fast growing and Fortune 500 companies to sit down with world-renowned solutions providers like TTI SI to discuss their HR challenges. 

Bill J. Bonnstetter and Ron J. Bonnstetter represented TTI and gleaned important insights into what’s on the minds of these C-suite leaders.

The following four trends will set the tone for 2016 for top HR professionals:

  1. Engagement as a key metric. A constant theme at CHRO was engagement — how to find it, how to increase it and how to retain it among employees. Especially with the rise of millennials in the workforce, HR executives know engagement is the secret sauce to high productivity, retention and happiness. Unfortunately, many of them haven’t cracked the code to measuring engagement (we suggest our Stress Quotient™ to understand stress pain points, an indication of workplace engagement).
  2. Self-awareness has been achieved. Now what? HR leaders clearly see the value in assessments — nearly every one of the meetings with TTI SI indicated these companies use assessments, and have been for awhile. Yet most don’t have a game plan for what to do after employees understand their Science of Self™. Most were eager to hear how assessments are the lynchpin of communication and conflict resolution training, as well as onboarding and training programs.
  3. Growing Awareness of Reliability and Validity. HR leaders are learning from the missteps of Target, which was recently ordered to pay $2.8 million for discriminatory hiring tests. They see the importance of choosing an assessment provider with reliable and valid assessments, but they still don’t understand the questions to ask to ensure their corporations are protected. Many of the HR leaders that TTI SI met with weren’t aware they needed to request an adverse impact study before choosing a provider.
  4. Managing millennials. All the executives TTI SI met with during the conference talked about how to address, harness and develop the millennial generation in their workforces. But none seemed to have solid handle on how to address the unique approach that working with the 18-35 age group now represents. As we’ve written about before, millennials appreciate understanding the growth plan you have for them, want regular substantive feedback, and are very open to mentoring and training plans.

These rich conversations provided valuable insight into how TTI SI and its Value Added Associates can serve the future of HR, as it continues to shift for companies both in North America and beyond.


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Jennifer Lawhead

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