Who are HRDs and why could they become the best CEO for their company

12.11.2019

We provide a brief translation of the material “Why HR Leaders Never Become the CEO, but Should,” which may be useful to recruiters planning to move from staffing to managerial functions.

A small introduction: we took up this text so that young people from recruiting agencies do not look at their profession as a temporary life stage. This article will help dispel doubts about the foggy future of hr. In addition, foreign practices are not the first to raise the topic of the prospects of working with staff and, in particular, the potential for vertical growth within the company.

In the modern world, the main assets of a company are its values, culture and team. Trends and technologies change too rapidly to make a single bet on them. At the same time, a well-coordinated team of professionals can quickly pick up a new vector of enterprise development and thereby help it stay afloat. Therefore, HR is always aware of what is happening inside and a lot depends on it.

There is an opinion that appointing an employee to the position of CEO is a reward or a bonus, but in fact it is a challenge that requires even more effort, talent and a desire to learn. To a greater extent – to become a team leader and competently manage it. However, if the CEO of an enterprise becomes the head of one of the areas, then he risks allocating resources incorrectly, focusing only on his specialization. This may result in:
– Incorrect distribution of staff load
– The collapse of the team due to incorrect leadership
– Loss of customers due to inability to build a dialogue

All these errors can be avoided by an expert in communications and human resources management – HRD. Moreover, he/she can:

• Increase the company’s income from mergers and acquisitions. It’s no secret that any changes in the organization of the company affect the morale of the team. According to the Harvard Business Review, up to 90% of the prospects and potential of the company after the merger is not realized due to the inability to reorganize the staff. On the other hand, HRD can prepare people: organize training, test opportunities. Become a coach, not a boss, thereby preserving both jobs and efficiency.
• Avoid dismissal of the “rock stars” of the state, helping them not to stagnate for a long time. Such people cannot work without a clear goal and moral support from the leader. As soon as they feel that they are losing ground, they will immediately begin to look for another job. Personnel specialist will be able to “catch” the moment, and even better to carry out prophylaxis.
• Build trust in the company, both inside and outside. Business ethics, the brand of a reliable and caring employer, and many other factors strongly influence the company’s position in the market. Here you can recall about #MeToo and other social actions that greatly shook the position of the seemingly mastodons of the industry. An experienced HR could foresee any excess of powers or find the most painless way to resolve the conflict without public disclosure.

On our own, we add that the ability of HRD to become CEO, at the moment, is low. But the movement in this direction has begun, and perhaps soon in Ukraine the situation will change dramatically.