HR's Top Priorities in 2015 - Insights from global HR executives

THE FUTURE OF WORK: HR’s top priorities in 2015Insights from global HR executives and influencers.

Achievers asked HR executives and influencers from around the world for their perspectives on the changes and

challenges they’re facing in 2015.

We’re sharing these perspectives with the HR community to provide insight on a new year, with new challenges.

What keeps you up at night given the rapidly changing

workforce?

The exit of institutional knowledge. It’s difficult for a company to achieve aggressive visions with constant churn.

Delta Emerson, SPHREVP and Chief of Staff, Ryan LLC Dallas, Texas

Q: WHAT KEEPS YOU UP AT NIGHT GIVEN THE RAPIDLY CHANGING WORKFORCE?

The only thing that keeps me up at night is the excitement of working in HR. Change in the workforce put HR front and centre of business success, meaning there is so much opportunity to make a difference in this field!

Jon InghamStrategic Dynamics 2013 Top #25 Most Influential HR Thinker, HR MagazineReading, UK


There are so many things changing...How is everyone going to manage without becoming overwhelmed?

Karin VoloChief Joy Bringer, EvoloshenBest Selling Authour, Engage!Stockholm, Sweden


Today’s workforce is more informed than ever before—the idea of presenting a consistent and attractive employer brand to this 24/7 connected group can be overwhelming.

Mariah DeLeonVice President, People, GlassdoorCalifornia, USA


The fact that our organisations are built for the past. We’re going to have to reinvent ourselves and our workplaces.

Neil MorrisonGroup HR Director, UK and International Companies at Penguin Random HouseUnited Kingdom


Hiring, and retaining top talent who can work and lead in a global environment.

Jun KabigtingChief Community Officer, The Japan HR Society & Managing Editor, The HR AgendaTokyo, Japan


Not having the “right” talent needed (or enough) to ensure we fulfill our mission.

Crystal KohankeVice President, HR, CHRISTUS HealthTexas, USA


We are into a world where there is the need for taking new and informed risks. This is no longer just about small incremental steps but more about transformational change.

Barry FlackHead of Talent Acquisition & Employer Branding at Primark Stores LimitedUnited Kingdom


The seemingly ever-changing needs of the different generations in the workplace.

Suzanne Dowd Zeller CHRO, Allianz Life Insurance CompanyMinneapolis, USA


What should HR’s top priorities be to make impact

in your business in 2015?

Capitalise on the opportunities offered through technology, big data & analytics and the changing employee mindset to create lasting change in how the organisation identifies, recruits, activates and develops top talent.

David GreenDirector, Europe, CieloLondon, UK

Q: WHAT SHOULD HR’S TOP PRIORITIES BE TO MAKE IMPACT IN YOUR BUSINESS IN 2015?

Purpose, engagement, and focus on the triple bottom line of people, planet, and profits. Engagement is essential to maximise the potential of an organisation. Shifting from solely profit driven to purpose driven will take into account a larger scope of positive impact that makes the business a force for good.



EQ is increasingly as important, if not more, than IQ when it comes to leadership and management of people. HR leaders need to do everything possible to understand EQ, hire those who have it, and develop those who don’t.

Delta Emerson, SPHREVP and Chief of Staff, Ryan LLCTexas, USA


The difference that makes the biggest, long-term impact to business success is putting people first and building a people centric organisation where people can do their best work.



The difference that makes the biggest, long-term impact to business success is putting people first and building a people centric organisation where people can do their best work.



My number one priority is to make sure Glassdoor is a place where people love their job and love the company. Glassdoor is growing quickly and I want to make sure that we bring in the best of the best.



1. Finding, hiring, and retaining top talent. 2. Developing global skills & competencies. (beyond just language)3. Diversity and work/life balance. (i.e. flexibility, wellness, making the workplace more women and disabled friendly).

Jun KabigtingChief Community Officer, The Japan HR Society & Managing Editor, The HR AgendaTokyo, Japan


Retention requires a need to keep focusing on recognition and evolving our performance management process. To support the business strategically we’ll do more to understand our talent needs, assess capabilities, and provide opportunities to help develop talent.

Suzanne Dowd Zeller CHRO, Allianz Life, Insurance Company Minneapolis, USA


1. Becoming a purpose and values led business, weaving that into everything we do so it becomes natural and instinctive. 2. Attracting and retaining the talent we need to meet our world class ambitions 3. It’s about releasing the potential of everyone who already works for us.

Richard Waddilove Head of ER & Reward, Shop DirectUnited Kingdom


Create the theatre that allows employees to deliver the performance of their lives. People perform in the right environment.

Neil Morrison Group HR Director, UK and International Companies at Penguin Random HouseUnited Kingdom


Use 2015 as a jumping off point to get beneath the core essence of your organisation. Take an honest look at the inventory of your people, process and technology arms of the HR machine.

Barry Flack Head of Talent, Acquisition & Employer Branding at Primark Stores LimitedUnited Kingdom


What’s your book recommendation for a fellow HR executive?

I recently read Grounded: How Leaders Stay Rooted in an Uncertain World by Bob Rosen. It really brought home that leaders that take care of themselves do a better job of leading.

Crystal KohankeVice President, HR, CHRISTUS HealthSan Antonio, Texas

Q: WHAT’S YOUR BOOK RECOMMENDATION FOR A FELLOW HR EXECUTIVE?

Social by Matthew Liebermann is the most interesting book I’ve read on neuroscience and a great explanation for why we need to shift our focus from just people to social relationships as well.



Lead Without a Title by Robin Sharma - It’s the only HR book I’ve read all the way through in several years. It’s a life changing read, both in life as well as at work.

Richard WaddiloveHead of ER & Reward, Shop DirectUnited Kingdom


The Innovation Book by Dr. Max Mckeown and The Chimp Paradox by Dr. Steve Peters.

Wendy CartwrightDirector of Corporate Services & NED,University of East LondonUnited Kingdom


Can I recommend my own book? Engage! It shares secrets of the most amazing companies to work for.



Employer Branding for Dummies, Glassdoor Special Edition by Alicia Garibaldi, The Female Brain by Louann Brizendine M.D., and The Male Brain by Louann Brizendine M.D.



It’s a bit of a hard one for me given my workplace, but I’d definitely recommend Leaders Eat Last by Simon Sinek.

Neil Morrison Group HR Director, UK and International Companies at Penguin Random HouseUnited Kingdom


The Shift by Lynda Gratton - to help provide some great thinking about that essential jumping off point we face today. It delivers a power packed view of the future of work.

Barry Flack Head of Talent, Acquisition & Employer Branding at Primark Stores LimitedUnited Kingdom


Every year the landscape of the modern workplace changes. Millennials, technology,

and talent management are hot topics for 2015, and engaging, aligning, and

recognising employees will continue to be the key to drive business success.

Thanks to all that participated, and good luck to our HR champions

from around the world in 2015.

Click on a profile above to find any of our HR leaders on Linkedin.

Barry Flack Primark Stores

Limited

Delta Emerson Ryan LLC

Mariah DeLeon Glassdoor

David GreenCielo

Jun Kabigting The HR Agenda

Suzanne Dowd Zeller Allianz Life Insurance

Company

Jon InghamStrategic Dynamic

Consultancy Services

Crystal KohankeCHRISTUS

Health

Karin VoloEvoloshen

Neil Morrison Penguin Random

House

Richard WaddiloveShop Direct

Wendy CartwrightUniversity of East

London

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HR's Top Priorities in 2015 - Insights from global HR executives

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