web-archive-uk.com


Web directory, archive
Search web-archive-uk.com:


Find domain in archive system:
web-archive-uk.com » UK » H » HRMOSTINFLUENTIAL.CO.UK

Total: 117

Choose link from "Titles, links and description words view":

Or switch to "Titles and links view".
  • HR Most Influential 2011 | Results | HR Most Influential 2009
    score of his nearest rival Lynda Gratton professor of management practice at London Business School Ulrich is still the undisputed number one HR thinker says one HR leader Another adds He is continuing to develop and build thinking getting out there physically to share it and he adapts his thinking in changing circumstances For this fourth Most Influential ranking in association with Ceridian HR asked Henley Business School to review the 2008 methodology as the use of a literature review to identify criteria for influence was deemed less satisfactory than understanding what key players in HR particularly those in the listings and those senior people in HR who they are influencing consider to be influential We believe the 2009 HR Most Influential survey is the most in depth investigation of individual influence in HR in the UK yet undertaken say Henley Business School researchers Benjamin Reid and Liz Houldsworth By eliciting specific reasons from those rating influence we have gained greater insight into what creates an influential figure in HR in addition to being able to arrive at a ranking of those individuals who are most influential The list highlights important aspects of influence that were not captured in the 2008 survey regarding challenge criticism and ambassadorial roles In these turbulent times for companies those who emerge as influential thinkers appear to be challenging conventional thinking whereas those who emerge as influential practitioners appear to be individuals who have continued to perform strongly in the face of very challenging external circumstances say Reid and Houldsworth One surprise is that despite more than 10 specialist areas of HR being mentioned in relation to nominees there were only two mentions of talent or talent management in total despite talent management and succession planning regularly topping the lists of HR directors priority issues The primary drivers of influence are captured by the level of profile and visibility an individual has partly an aspect of the visibility of their role in general their track record in achieving either change or consistent performance whether they have become known for a specialist area whether they either challenge conventional wisdom or take on stiff challenges and whether they can articulate and present their experience or expertise with passion and clarity Top 20 thinkers Position Name title and company 1 Dave Ulrich professor of business University of Michigan 2 Lynda Gratton professor of management practice London Business School 3 Linda Holbeche director of research and policy CIPD 4 Jackie Orme chief executive CIPD 5 Will Hutton chief executive The Work Foundation 6 Cary Cooper professor of organisational psychology and health Lancaster University Management School 7 Rob Goffee professor of organisational behaviour London Business School 8 Adrian Furnham professor of psychology University College London 9 Trevor Phillips chair Equality and Human Rights Commission 10 Duncan Brown director of HR business development Institute for Employment Studies 11 Wayne Clarke managing partner Best Companies 12 Nick Holley director HR centre of excellence Henley Business School 13 Andrew Mayo professor of human capital management Middlesex University Business School 14 Paul Sparrow director of the centre for performance led HR Lancaster University Management School 15 Shaun Tyson emeritus professor of human resource management Cranfield University 16 Richard Lambert director general CBI 17 David Guest professor of organisational psychology and HR management King s College London 18 Brendan Barber general secretary Trades Union Congress 19 Maria Yapp chief executive Xancam 20 Robert Peston business editor BBC On Dave Ulrich professor of business University of Michigan Ulrich remains the HR function globally and continues to work tirelessly for the development of the function On Lynda Gratton professor of management practice London Business School Gratton through her books and research is probably the most sought after and influential HR academic and consultant in the UK On Linda Holbeche director of research and policy CIPD Linda has consistently turned out high quality work over many years and is something of a grande dame of the HR world She is now making a major contribution at the CIPD which is enabling it to become a research force We at Ceridian are delighted to be sponsoring HR s Most Influential for the fourth consecutive year It is fascinating to see the changes particularly the rising names and emerging new faces as the environment challenges what is important in the profession As with the 2008 rankings this year s lists divide into two groups For practitioners there is a top tier with five individuals scoring most highly This top five was all male in 2008 but includes three women this year Closest to Fairhurst is NHS director general of workforce Clare Chapman who jumps four places to number two and is the top public sector HR director thanks to her great strides in revolutionising what one peer called the untransformable NHS Martin Tiplady HR director for the Metropolitan Police Service retains his number three spot while Sainsbury s HR director Imelda Walsh moves from eighth to fourth place With National Policing Improvement Agency chief people officer Angela O Connor jumping two places to fifth position we find three of the top five practitioners coming from the public sector far greater than in previous years The big practitioner winners are Google HR director Liane Hornsey who catapaults in at number six Northern Rock HR director Richard Smelt who enters the top 10 and Tesco group managing director human resources Catherine Glickman who jumps into the number 11 spot The biggest losers reflect their changing positions in the HR sector Neil Roden HR director of RBS has understandably had a low profile in the past 12 months Despite his number two placing last year and consistent top three placing since HR s Most Influential launched he did not make it onto the shortlist and was not suggested as an omission by any of the respondents Other disappearances this year include former Cadbury Schweppes head of HR Bob Stack who has retired and Phillippa Hird ex head of HR at ITV who is

    Original URL path: http://www.hrmostinfluential.co.uk/archive/hr-most-influential-2009 (2016-02-14)
    Open archived version from archive


  • HR Most Influential 2011 | Results | HR Most Influential 2008
    Shell all on the list The food industry is the most represented sector with McDonald s PepsiCo Tesco Cadbury Schweppes and Sainsbury s HR directors all among the top 25 practitioners However the inclusion of seven public sector HR directors is proof of thegreat strides made here in strategic HR over the past five years while Helen Giles HR director at homelessness charity Broadway and Christine Lloyd executive director people and organisational development at Cancer Research UK show that the third sector is also beginning to make waves in HR While the change we have introduced means a direct comparison is difficult it is worth recording that number one practitioner Fairhurst jumps from the number four spot last year and from 32nd place in 2007 His relentless efforts to position McDonald s as one of the most innovative employers in the country has ensured he continues to have high visibility as can be seen by his score on this measure in the table above Fairhurst is not only a keen speaker on the conference circuit but he is also vice chairman of People 1st the sector skills council for the hospitality leisure travel and tourism industries When it comes to commercial impact and originality Fairhurst stands head and shoulders above other practitioners according to our ranking No wonder During the past 12 months he has campaigned to change the dictionary definition of McJob with a high profile petition that attracted 105 000 signatures from employees and the public during its three month duration Some 35 MPs supported the initiative and signed a Parliamentary Early Day Motion protesting about prejudice in the service sector while more than 130 major local stakeholders including MPs and councillors pledged support during a tour of 37 towns across the UK The petition has now been submitted to the Oxford English Dictionary for review If that wasn t enough McDonald s was one of three employers to be given official awarding body status by the Qualifications and Curriculum Authority in January this year Announced by prime minister Gordon Brown the ground breaking move means that restaurant managers at the company which employs 67 000 people will be able to put their in house qualifications towards other academic qualifications Fairhurst robustly defended the move amid media reports ridiculing the McDonald s A level Second place Neil Roden group director of HR for Royal Bank of Scotland comes closest to Fairhurst on personal influence He was the highestplaced practitioner in the 2006 ranking and came fifth overall last year This year Roden continues to enjoy the admiration of his peers Heading a huge HR function there is no doubt he has the emotional intelligence and business knowledge to lead others and his ability to align HR with the business strategy is almost unrivalled He retains high visibility but our respondents felt that our highest ranked public sector practitioner third place Martin Tiplady who is HR director at the Metropolitan Police Service fourth place Vance Kearney vice president for HR at Oracle EMEA and fifth place Duncan Brown director of HR practice at PricewaterhouseCoopers were more original see graph above As the graph shows when ranked for each criterion the practitioners appear to divide into an upper eight middle group and lower eight PwC s Brown shows the most visible shift in ranking with his high originality and personal influence ranking despite relatively lower visibility Sixth place Clare Chapman director general of workforce at the Department of Health topped last year s ranking but only a year into the job her impact on practice has yet to be proved However when our executive panel was asked separately to rate their individual top threes Chapman rose to second place thanks to her high number of number two votes Elsewhere there are 11 new practitioners in this year s ranking Jackie Orme HR director at PepsiCo jumps into ninth place thanks to the increased visibility being chief executive of the Chartered Institute of Personnel Development brings Other new entries are Tesco s Therese Procter Beverley Shears at the Ministry of Justice the BBC s Steve Kelly London 2012 s Jean Tomlin BT s director of people and policy Caroline Waters Vodafone s European HR director Paul Chesworth News Corporation s chief human resources officer Beryl Cook Royal Dutch Shell s global HR head Hugh Mitchell and Procter Gamble s Madalyn Brooks Of these Tesco s Procter has little visibility at the moment but is regarded as original as is Shears while Tomlin has high visibility but her originality is yet to be shown Meanwhile both Cook and Chesworth are regarded as being highly original with great personal influence but have not convinced our panel that they have had similar impact on practice within their corporations The top 25 thinkers 2008 Name title and company Overall Visibility Originality Personal influence Impact on practice 1 Dave Ulrich professor of business Ross School of Business University of Michigan 5 43 5 97 5 16 5 58 5 00 2 Charles Handy witer broadcaster and lecturer 5 29 5 26 5 61 5 26 5 03 3 Lynda Gratton professor of management practice London Business School 4 80 5 29 4 39 4 84 4 67 4 Stephen Covey head of Franklin Covey and author 4 57 4 67 4 27 4 60 4 76 5 Cary Cooper professor 4 52 4 67 4 67 4 43 4 31 6 Linda Holbeche director of research and policy CIPD 4 08 4 35 3 94 4 00 4 03 7 Will Hutton chief executive The Work Foundation and author 4 05 4 37 3 87 4 13 3 83 8 Trevor Phillips chair Commission for Equality and Human Rights 3 86 4 60 3 37 3 97 3 50 9 Richard Donkin author and journalist 3 85 4 00 3 83 3 86 3 72 10 Andrew Mayo professor of human capital management Middlesex University Business School 3 79 3 87 3 81 3 61 3

    Original URL path: http://www.hrmostinfluential.co.uk/archive/hr-most-influential--2008 (2016-02-14)
    Open archived version from archive

  • HR Most Influential 2011 | People Updates | Cass Business School’s Chris Roebuck receives Freedom of the City of London
    Chris Roebuck visiting professor of transformational leadership at Cass Business School received the Freedom of the City of London on 16 December His Freedom ceremony in the Chamberlain s Court at the Guildhall began with him reading aloud the Declaration of a Freeman and end by him being greeted as a Citizen of London and the presentation of his framed parchment certificate Roebuck who lives on the iconic Barbican Estate completed his MBA at Cass Business School and has worked for several City based international banks both in London and globally He is a member of the Worshipful Company of International Bankers and has been a member of the Honourable Artillery Company for 17 years As a former Royal Engineer officer he works with the charity Soldier On which helps injured servicemen find employment in civilian organisations He advises public and private sector organisations on how to deliver better organisational performance through their people and is a regular contributor on TV news programmes about City and business issues Speaking before his Freedom ceremony Roebuck said I am delighted to receive the Freedom of the City of London which dates back to medieval times and is one of the City s living traditions It confirms the strong links between the City and Cass Business School which is led by the Lord Mayor as the Chancellor of City University Cass is dedicated to helping the City develop its capability as the world s leading business centre For nearly 800 years the City has made a major contribution to the nation not only through its financial and business expertise but also through its charitable work and the development of principles for ethical business behaviour through the Livery companies These have subsequently been used by many business bodies worldwide to develop their own ethical

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/cass-business-schools-chris-roebuck-receives-freedom-of-the-city-of-london (2016-02-14)
    Open archived version from archive


  • HR Most Influential 2011 | People Updates | Chris Last, HR director general at the Department for Work and Pensions, is to be the first head of government HR operations.
    offering HR professionals the chance to get their work published and win a cash prize https t co PnKeI8Y0UM Sunday 11 Sep 2011 Chris Last HR director general at the Department for Work and Pensions is to be the first head of government HR operations The role is in addition to his departmental accountabilities and will include cross government responsibility for HR professionalism and talent management It will also include

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/chris-last-hr-director-general-at-the-department-for-work-and-pensions-is-to-be-the-first-head-of-government-hr-operations (2016-02-14)
    Open archived version from archive

  • HR Most Influential 2011 | People Updates | Chris Roebuck joins Hammersmith and Fulham as head of organisational development
    get their work published and win a cash prize https t co PnKeI8Y0UM Tuesday 04 Oct 2011 Chris Roebuck joins Hammersmith and Fulham as head of organisational development Chris Roebuck Visiting professor at Cass Business School has joined Hammersmith and Fulham as head of OD Roebuck who is visiting professor of transformational leadership at Cass joined the London Borough of Hammersmith and Fulham as head of the organisational development and

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/chris-roebuck-joins-hammersmith-and-fulham (2016-02-14)
    Open archived version from archive

  • HR Most Influential 2011 | People Updates | Clare Chapman leaves Department of Health to take the role of group people director at BT
    Clare Chapman leaves Department of Health to take the role of group people director at BT Her last working day will be 6 July 2011 Speaking to HR magazine Chapman said I m a different person than four years ago BT with its public sector roots and private sector future will enable me to use the combination of skills and experiences I have gained during my career Prior to joining the NHS Chapman was group personnel director at Tesco Sir David Nicholson chief executive of the NHS said We are going to miss Clare She has been an advocate and champion of partnership for the improvement of health care skills and workplaces During her time in Health Clare has delivered sector wide initiatives such as the Centre for Workforce Intelligence the Social Partnership Forum the Equality and Diversity Council and the National Leadership Council Through the NHS Constitution and her work on the NHS Values Clare has taken a leading role in ensuring the Department s policy work is well grounded in what matters to the public patients and staff Health secretary Andrew Lansley added I d like to take this opportunity to thank Clare for her hard work and

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/clare-chapman-leaves-department-of-health-to-take-the-role-of-group-director-at-bt (2016-02-14)
    Open archived version from archive

  • HR Most Influential 2011 | People Updates | Culture and compliance at Standard Chartered Bank
    their job If I m a teller in a branch what does courageous mean for me practically We try to bring that to life and make the behaviours relevant for all the job families Clarke can offer more awareness than most people of what each job at Standard Chartered involves She s done a fair number of them herself Her first contact with the organisation came when she joined the bank as a teller in her native Nottingham a fresh faced teenager just out of school I joined not knowing what I wanted to do she recalls It felt like a good stopgap until I d figured out what I did I want to do The great thing about branch banking in those days was that you did everything from working with individuals to working with locally based multinationals like Boots It was a great learning ground for the whole spectrum of what banks do After completing vocational exams she moved to Birmingham to work in corporate banking It s not far from Nottingham but I d only been abroad a few times so it seemed a lot further she jokes then to London It was there that Clarke s newly acquired New Zealand born husband suggested they go on an adventure so she applied for a role as head of training in Hong Kong I d never done training before but having been in other functions like payments trade finance and credit risk analysis I thought I could be a good trainer and learn about Asia at the same time she says I did lots of travelling around the network and started to understand the real potential of Standard Chartered in the growth markets of the world That s the point at which I decided it was a place I could really invest my career On returning to the UK Clarke stayed in HR building the company wide talent management framework that is still in use today And when Mervyn Davies who was subsequently trade minister in Gordon Brown s Government became Standard Chartered s CEO in 2001 he asked her to become his executive assistant I was head of talent management and he d asked me to come and talk to him about some talented individuals she recalls So I did the groundwork and took him the list His response was Why isn t your name on here I was flattered but with two small children at home I wasn t sure I could deliver He told me to stop being ridiculous Clarke continues My colleague calls these catapult opportunities They are where you take a risk but if it works out it can catapult your career That was a catapult career move I worked with the group CEO right at the centre of a great change agenda the build of a new strategy a number of acquisitions and the launch of our values It became clear to me that my natural bias was around communications culture and

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/culture-and-compliance-at-standard-chartered-bank (2016-02-14)
    Open archived version from archive

  • HR Most Influential 2011 | People Updates | Embrace social media, warns Shell HR chief
    Jun 2013 Embrace social media warns Shell HR chief Policing social media does nothing for an organisation s strategy while recruiters can use it to their advantage chief HR and corporate officer Shell Hugh Mitchell warns Trying to control social media is a strategically flawed approach according to the chief HR and corporate officer of the world s largest company Royal Dutch Shell Speaking exclusively to HR magazine Hugh Mitchell said trying to protect an organisation through heavy handed policing of social media does not work In the litigious world in which we operate in business people want to ensure every email is discoverable and that anytime someone makes a statement 15 lawyers check it But we have to find a way of embracing social media If you want to be effective in social media you need to be instant and empower people It is about recognising the challenges but trying to control it is strategically flawed Shell is one of the biggest corporates on Facebook with two million users But Mitchell conceded that the speed of growth had been unexpected When we launched we thought we would get a million users within three years Instead we had that within three months he said The challenge we have is what we do with this How do we use it in a way that increases understanding of Shell but at the same time allows us to promulgate our messages responsibly into what becomes a very big reach Mitchell said one area business needs to consider is who is regarded as a leader in the context of social media Many business leaders may be expert in their area but have no traction in the social world People who have leadership are elected by people who follow them You may be important but

    Original URL path: http://www.hrmostinfluential.co.uk/people-updates/embrace-social-media-warns-shell-hr-chief (2016-02-14)
    Open archived version from archive


web-archive-uk.com, 2016-12-09