Document Type
Report
Abstract
The 2016 HR@Moore Survey of Chief HR Officers continued the tradition of exploring different aspects of the CHRO role to identify trends while also delving deeper into some new and less explored issues. This year’s results finds little change regarding how CHROs allocate their time to various roles. They continue to spend the most time as the Leader of the HR Function, followed by Talent Architect and Strategic Advisor, and Counselor/Confidant/Coach. Delving into the question of what they counsel their CEOs about, we found that the most popular topics concern executive team talent and its effectiveness, followed by business issues, and finally board relations. We found that 94% of CHROs responding report directly to the CEO and that talent issues continue to dominate the CEO’s agenda for the CHRO and the HR function. CHROs continue to spend the most time with the board of directors around executive compensation, but this has decreased and CHROs are increasingly included in discussions around CEO and other executive succession. Our results show 62% of CHROs have additional departments other than HR reporting to them, with Communications being the most common. We also found that 60% of CHROs have experience outside of HR, with the most frequent being operations/ manufacturing. Finally, the trend toward directly hiring CHROs from outside the organization (61%) continues unabated. This tendency continues to run in sharp contrast to how CEOs (22%), and CFOs (35%) advance into their roles. Finally, while only 24% of CHROs serve on public company boards of directors, 76% serve on nonprofit, professional society, or university boards.
Publication Date
2016
Disciplines
Business
Copyright
© 2016, University of South Carolina
Publication Info
2016.