Technological advances are disrupting the status quo and bringing huge turmoil in their wake. Industries are converging, and new competitors emerging, as never before. The nature of work is changing and demand for digital expertise is soaring, while other skills are becoming defunct. So how can CHROs chart a path through the turbulence and help their fellow executives understand the impact on the workforce?

Over 60% of leaders state that culture is more important to organizational transformation than strategy or operating model. Learn the 4 ways Chief Human Resources Officers (CHROs) can leverage culture to ensure effective organizational change.

Great business leaders believe in the ability of HR to transform an organization. However, simply having a CHRO does not guarantee results. This complimentary white paper from SuccessFactors identifies five key ways that CHROs have an impact on the business.

How CHROs Deliver Business Impact: Five Things the C-suite Should Know About Talent and How HR Can Deliver It. HR and strategic talent practices can have a significant impact on a business — lowering turnover, increasing employee engagement, retaining your best people, and boosting revenue per employee. Find out what successful CHROs know about creating business impact and leveraging best practices when you download SuccessFactors’ white paper “How CHROs Deliver Business Impact: Five Things the C-suite Should Know About Talent and How HR Can Deliver It.” SuccessFactors knows talent management better than anyone.

The insights provided by more than 700 Chief Human Resource Officers around the world show how workforce investment is shifting. Companies are beginning to focus more on growth, expanding into new markets and offering new products and services. But to make the most of potential growth opportunities in today’s dynamic global marketplace, organizations need to find ways to address the “borders” that are currently impeding their workforces. Based on the key capability gaps revealed in this study, we believe organizations should focus on three critical workforce imperatives: cultivating creative leaders, mobilizing for speed and flexibility and capitalizing on collective intelligence.

It’s a pivotal moment for both CHROs and CFOs to take leadership roles in building a stronger foundation for accelerating business growth. This investment guide will show you how!

The 2015 C-Suite Cybersecurity Study "Securing the C-Suite - Cybersecurity Perspectives from the Boardroom and C-Suite". IBM conducted a survey of over 700 C-Suite executives - excluding the CISO - from 28 countries, across 18 industries - to understand any patterns, as well as any differing or aligning attitudes on cybersecurity. 60 percent of respondents are located in mature markets and 40 percent from emerging markets. Participants spanned traditional C-Suite roles, from CEOs and Board members to CFOs, Chief Risk Officers, CMOs, COOs, CHROs, Chief Compliance Officers and Legal Counsel. This report will cover: C-Suite views of the risks and actors - Is the C-Suite view versus reality aligned? IT and business alignment and collaboration - Who's engaged and who's not? The tone from the top on external collaboration and sharing of incident information. Characteristics of more "Cyber-Secure" companies based on C-Suite responses to what their organization has accomplished

The 2015 C-Suite Cybersecurity Study "Securing the C-Suite - Cybersecurity Perspectives from the Boardroom and C-Suite". IBM conducted a survey of over 700 C-Suite executives - excluding the CISO - from 28 countries, across 18 industries - to understand any patterns, as well as any differing or aligning attitudes on cybersecurity. 60 percent of respondents are located in mature markets and 40 percent from emerging markets. Participants spanned traditional C-Suite roles, from CEOs and Board members to CFOs, Chief Risk Officers, CMOs, COOs, CHROs, Chief Compliance Officers and Legal Counsel. This report will cover: C-Suite views of the risks and actors - Is the C-Suite view versus reality aligned? IT and business alignment and collaboration - Who's engaged and who's not? The tone from the top on external collaboration and sharing of incident information. Characteristics of more "Cyber-Secure" companies based on C-Suite responses to what their organization has accomplished

Two dominant trends are potentially reshaping the role of the HR function in the corporate world. The first relates to the rapid growth of the knowledge economy. In this environment, a committed, appropriately skilled and prudently deployed workforce is critical in order to develop new products and outstrip the competition. Second, many administrative functions that were formerly handled by HR departments, such as payroll and pensions, have now been farmed out to third parties. Indeed, research reveals that more than two-thirds of companies outsource a portion of their HR functions. This report by the Economist Intelligence Unit investigates whether the HR function is forging a close and robust relationship with the CEO. It also explores the nature of these working relationships, how they have been affected by the economic downturn and how they vary across industries and regions.

Two dominant trends are potentially reshaping the role of the HR function in the corporate world. The first relates to the rapid growth of the knowledge economy. In this environment, a committed, appropriately skilled and prudently deployed workforce is critical in order to develop new products and outstrip the competition. Second, many administrative functions that were formerly handled by HR departments, such as payroll and pensions, have now been farmed out to third parties. Indeed, research reveals that more than two-thirds of companies outsource a portion of their HR functions. This report by the Economist Intelligence Unit investigates whether the HR function is forging a close and robust relationship with the CEO. It also explores the nature of these working relationships, how they have been affected by the economic downturn and how they vary across industries and regions.

IBM talent expert Andi Britt examines the modern pressures and challenges of human resource management and the opportunities that new technology presents for today’s CHROs.