Why Aren't HR Professionals Becoming CEOs? Let's Discuss the Real Barriers

Dear All,

What do you think about the fact that, till date, there is no CEO from our field? Do we stagnate after becoming HR Managers or do companies treat us like support staff, where our function is considered a support function and not a driving function? Do you think we are not capable of becoming CEOs? Why is it that Marketing and Operations take away all the glory, while we are held responsible for all the failures?

Put your views on the board so that we all know the reasons for the above issue.

Regards,
Vishal

Another P that is practiced by the sales and operations function is Perception and managing it. How we project ourselves is how others perceive us. This is normally ingrained in the work style and behavior of a salesperson.

To be heard for the right things in the right circles is practiced by individuals and closer to perfection by good salespeople. These individuals have realized that not only marketing or selling (no negative connotation) the product is important, but doing the same for yourself to the senior management is also essential to grow.

Everybody does it either consciously or without knowing it. When you want to get noticed, when you want a hike or a promotion, we put in the effort.

The question may be - is the HR function ambitious? This boils down to the individual. I am from the HR function, and I know I will get there someday soon. Knowing this and believing in yourself is step one. You can too - if you want to and play your cards well like the others do.

There are CEOs from the HR side as well. I can dig out around 15 names from India alone. This was discussed in some Yahoo group earlier.

Hi Vishal,

I know of one HR person who became a CEO of a BPO organization. I'm sure there may be many more. I think a major problem lies in the fact that most HR people are so passionate about their roles that they don't like to venture out into other functions. So, they end up becoming CEOs of HR consultancy organizations. If a person spends most of his life in one role without exposure to other functions, one cannot expect him or her to take on a different kind of role.

Regards,
Vivek.

Hi Vishal,

From Personnel Management to HRM to HRD to Talent Management. To facilitate Talent Management, the HR team is involved in Human Capital Accounting, contributing to the long-term goals of the organization, taking a key role in determining the ROI of the company, and the list goes on.

As the field evolves, so do the HR professionals. HR is involved in every facet of business. The views of people about the HR community are changing now. HR professionals are accepted as the key people for the success of any organization.

Earlier, most CEOs were chosen from the Marketing department because they are revenue generators. In a number of organizations, most facilities are given to the marketing team.

The HR department is considered an expenditure to business. However, many times people fail to realize that cost-cutting is also developed as a strategy here. If the HR department does not use the available revenues strategically, the whole business becomes a mere funnel, where the revenue generators keep filling and the other departments keep draining it.

But now the whole scenario has changed. Equal importance is given to HR in the organization. If a company wants to grow and extend its wings to other locations, it is the HR person who is considered first. The HR person conducts a survey of the place and learns about the availability of resources. The HR person is also one of the first persons to go to the new location to set up the facilities and resources there.

With such growing importance for HR, there are high chances that HR personnel would become the CEOs of the organization. It's just that the percentage is less so far.

Not necessarily what has not happened so far would not happen in the future. Let us all strive to make this community a proud place where people would love to be associated.

Regards,

Soumya Shankar

Hi Soumya,

Normally, organizations consider HR as a support function. HR personnel have a very small role to play in functional (revenue generation) policy-making. HR personnel do not make business plans, and they do not bear the losses in business. For instance, marketing personnel get fired in case they do not generate any revenue. Thus, in marketing, the stakes are high when compared to HR. But as an HR professional, I hope to become the CEO! On a serious note, it's quite possible.

Regards,
Vishal

Dear Colleagues,

Following Vivek's perspective on this ongoing topic, I believe HR practitioners should step out of their "comfort zone" and explore other areas of the firm's business, such as marketing, finance, and project management. This diversified experience can provide them with a generalist background, positioning them to potentially compete for the CEO role in the future.

It is often observed that HR practitioners excel in marketing roles. Therefore, it would be beneficial for them to occasionally engage in marketing activities, either on a part-time basis or by participating in relevant committees. Contributing to project and product development and actively involving themselves in the implementation process can further enhance their skill set.

By combining these experiences with personal determination and a drive to succeed, an HR practitioner can certainly aspire to attain the position of CEO within a company.

Thank you.