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Hosted by Greg Morton, CEO, NCHRA
"Industrial Relations," "Personnel," "Human Resources," "Human Capital" -- it seems as if the terms are always changing! This blog spotlights those individuals who are shaping the science around people and their purpose, in an unparalleled intersection of technology and humanity.

 

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HRCI CEO Amy Schabacker Dufrane Shares Thoughts on the Present and Future of HR

Posted By Greg J. Morton, Tuesday, March 28, 2017
Updated: Tuesday, March 28, 2017

Amy Schabacker Dufrane, Ed.D, SPHR, CAE, is CEO of the HR Certification Institute, where she focuses on developing collaborative long-term partnerships with individuals and organizations looking to create and deliver change around human resources. Before joining HRCI, she spent more than 25 years in leading human resources functions within nonprofit and for-profit organizations.

HR practiced well – which is what HRCI is all about – ensures that organizations hire the best, support employees to perform their best, and align their human capital with the organization’s business goals.

I wanted to hear Amy’s thoughts on the present and future role of HR and how HRCI is raising the bar on how HR leads business. 


What does a 21st-century HR organization look like? What skills beyond traditional HR subject matter knowledge do HR professionals need if they are to be successful?


The most important resource of any organization – and in fact, business as a whole – is its people. The most powerful way an organization can differentiate itself is through its people – because people are what’s behind every product and service. To be successful, today’s HR professionals must understand the business they work for. They need to understand what they are selling, what their organization’s challenges are, and what their customers and employees are saying. In short, we need to be business leaders who can think and strategize. 

We can no longer just be the “rules and tools” people.  

We need to be able to look at data from finance and marketing and think about HR from the perspective of how do we hire the right people and how do retool the people we have. 

We need to be able to ask, and answer, the right questions: What do we need to do from a strategy perspective? Who do we need to be here to make the changes we need to make, not tomorrow, but five years from now? How are we going to get there? Do we work with colleges and universities to identify the talent we need so we can put the right training and education in place? It’s about being able to make recommendations about what the future looks like from a human capital standpoint. 

We also need to think about how we brand our company. It used to be “come and work for us, we have great benefits and we will pay you well.” Now, to entice people to come work for you, you have to clearly differentiate your workforce and your workplace and your products or services as something that that’s interesting and appealing to be a part of. 


What would you say to a CEO about the importance of the HR function in their company?

HR’s role in business is so fundamental. Never before have we seen this necessity for HR and anything that is going on in business to be 100% in alignment. Good HR people who have earned accredited professional credentials perform better and are more invested in their career and their profession. And there’s large-scale research that proves that. Professionally credentialed HR pros are in it for the long haul. They are committed to making sure they understand the fundamental elements of HR and how to protect their organization and move it forward. This requires competencies in leadership and development and analytical thinking, all of which are elements of being certified at a more senior level.


What do you think about the notion that with all this automation and artificial intelligence, robots will replace HR? 

I think that technology and innovation are presenting opportunities that greatly enhance HR. Think about how we used to do performance evaluations. It was paper-driven, once-a-year conversation whose impact was pretty much limited to the sphere of the supervisor and their direct report. Today, we have a rapidly growing array of technologies that allow supervisors and staff to deliver, receive and integrate feedback continuously and across entire organizations, enabling managers, employees, teams, departments and entire companies to learn, adapt, evolve and perform at the highest levels. While automation has reshaped and eliminated certain jobs and technology can be expensive, even the smallest companies are becoming more and more sophisticated. Automation and AI are allowing us to work smarter. With AI we now have technology that helps us figure out how work gets done and who is involved. It’s HR’s job to figure out how to put that technology to work for us. This is very exciting, and I see this as HR’s challenge in the digital age – how to put technology to work for us to help our employees work smarter.

To learn more about HRCI, got to: www.hrci.org 

Follow (HRCI) on: 
LinkedIn – https://www.linkedin.com/company/hr-certification-institute
Twitter – https://twitter.com/HRCertInstitute
Facebook –  https://www.facebook.com/hrcertificationinstitute
YouTube – https://www.youtube.com/user/HRCertInstitute?feature=guide

Connect with Amy: 
Twitter – @HRCI_CEO 
LinkedIn – https://www.linkedin.com/in/amydufrane



Greg Morton is a corporate strategy and growth development specialist and Chief Executive Officer of the Northern California HR Association.

To comment on this article or ask (name of person interviewed) additional questions, please post below, tweet to @GregJMorton or connect with Greg on LinkedIn (using #CEOCorner with all social media posts).

 

 

Tags:  Amy Schabacker Dufrane  CEO  Ceo Corner  Certification  Greg Morton  HR  HR Education  HR Leadership  HR Re-Certification  HRCI  Innovation  innovators 

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Celebrating 55 Years!

Posted By Greg Morton CEO, NCHRA, Thursday, December 31, 2015
Updated: Wednesday, February 24, 2016

It’s that time of year when individuals and institutions look back on their year as they ready themselves for the year ahead, and we at NCHRA are no exception. 2015 was a great year for our organization as we celebrated our 55th year of existence!

The association began the year by bidding adieu to its leader of ten years, Danika Davis. Through her herculean efforts, NCHRA was able to navigate some rough economic times, maintain its relevance, and be well positioned for future success and growth. Not a day goes by that she’s not thought of and we’re happy she’s found a great role leading our Platinum Sponsor, Merit Resource Group…as it affords us an opportunity to see her on a regular basis.

2015 found NCHRA as busy as ever delivering 200+ programs through our regional meetings, e-seminars, conferences and summits. In addition to that programming, we also supported our member’s networking desires through twenty dynamic networking socials. I personally took the role as CEO in the summer social season and found it a great way to quickly meet the membership and make new friends from the North Bay to the South Bay. In the spring, we held the largest HR West conference since its inception in 1985! We are quite proud of this conference and the great feedback it receives. I look forward to being a part of this incredible event in 2016, March 7-9 in Oakland.

During what was to be a year of transition for NCHRA, we said goodbye to some staff and added several new team members. As always, we were fortunate to have the assistance of many of volunteers to help our association deliver on its promise of furthering the success of our membership. From serving on regional boards to stuffing envelopes and helping with event registration, their collective participation was not only greatly appreciated, but played a significant role in our success.

Although a busy year, we did find time to have fun as well. In addition to the aforementioned socials, the Santa Cruz region organized a night out at the Oakland A’s, and the Santa Clara region put a team together to participate in the HERS Breast Cancer Walk.

Finally, 2015 saw the addition of the new SHRM Certification in addition to the HRCI Certification, where many of our members have earned certification. We were proud of our ability in 2015 to support test-readiness through our preparation courses for both certifications, allowing our members to choose which was right for them.

2015 was a great year and we have several new, exciting events in store for 2016 as well. Stay tuned!

Tags:  certification  danika davis  HERS cancer walk  HRCI  preparation courses  programming  shrm  shrm certification 

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