Today, there are HR operating model experiments as progressive as they are interesting. With curiosity piquing as HR collectively begins to reset using learnings from Covid-19, we lay out some of the possible alternatives HR leaders have today when setting up or revisiting the HR operating model.
Technology, new generations in the workforce and a greater emphasis on leadership is giving CHROs an opportunity to create a future-ready organization. But with great opportunity comes great challenges.
As companies harness technology and data to transform into more agile organizations, they must also transform their cultures to support this operating shift. It is nearly impossible to engage in any type of corporate transformation without taking culture into account. Much of the heavy lift in this culture shift rests on the shoulders of the Chief Human Resources Officer (CHRO).
At Egon Zehnder, we have worked with family businesses around the world since our founding in 1964. We interviewed scores of family executives to better understand their sources of success—as well as their pain points.
The maker movement is a cultural phenomenon that celebrates shared experimentation, iterative learning and discovery through connected communities that build together while always emphasizing creativity over criticism.
It should not be controversial to say that all organizations must be capable of some degree of innovation.
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