October 15th 2019
Organisation Development Manifesto
The need for business-focused, expert Organisation Development (OD) capability has arguably never been greater than it is today. To survive and prosper over the long term, organisations must be capable of adapting to ever more rapid market and technological change.
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February 9th 2017
Post-Meeting Review Notes: Developing a Business Relevant HR Function
These post-meeting review notes summarise thoughts and ideas expressed during CRF's member meetings on the topic of 'Developing a Business Relevant HR Function', held in London on 31 January 2017 and Brussels on 2 February 2017. If you have missed one of the meetings, these notes will provide you with a quick review and breakdown of ideas.
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February 3rd 2017
Case Study: CERN
In his presentation at CRF's workshop on 2 February, James Purvis, Head of HR at CERN explored the difference between a 'strategy' and a 'model' - is HR confused between the two? What should HR leaders be thinking about when thinking about HR strategy and where is HR going wrong? Find out from this case study.
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January 24th 2017
Executive Summary: High Impact HR - How do we create a more business-relevant function?
In today's rapidly changing business environment, it's more important than ever for HR to be commercial, close to the business, and clearly aligned to business strategy. However, the reality for many organisations is that HR is often disconnected from business priorities, and HR's contribution to critical strategic and commercial objectives is not always clear.
CRF’s new research report considers the current state of the HR function, and looks at the role HR should play in helping develop and execute strategy, and how HR can become more business-relevant. This executive summary examines the key findings from the research.
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January 24th 2017
High Impact HR - How do we create a more business-relevant function?
In today's rapidly changing business environment, it's more important than ever for HR to be commercial, close to the business, and clearly aligned to business strategy. However, the reality for many organisations is that HR is often disconnected from business priorities, and HR's contribution to critical strategic and commercial objectives is not always clear.
CRF’s new research report considers the current state of the HR function, and looks at the role HR should play in helping develop and execute strategy, and how HR can become more business-relevant. Action points and methodologies for improvement are also included in the report.
View Research
January 10th 2017
HR Manifesto
CRF has been researching the field of HR management , and turning this into actionable recommendations implemented by HR functions, for over 20 years. We have built an understanding of how the function has evolved, how its reputation has varied and the fads that have come and gone.
Our intention in this manifesto is to give our views on the business context of HR management, forces shaping HR as a function and ways in which the HR function can make an enhanced strategic contribution.
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