Comments on: Who is your Chief Performance Officer? http://joshbersin.com/2009/01/09/the-chief-performance-officer-why-it-matters-to-you/ Josh Bersin's Comments on Enterprise Learning and Talent Management Mon, 30 Aug 2010 06:11:14 +0000 hourly 1 http://wordpress.org/?v=3.0.1 By: joshbersin http://joshbersin.com/2009/01/09/the-chief-performance-officer-why-it-matters-to-you/comment-page-1/#comment-69 joshbersin Fri, 09 Jan 2009 23:41:55 +0000 http://joshbersin.com/?p=194#comment-69 Totally agree Jon. I think the "CPO" title is too grandiose, but I thought that Obama's use of the title was a good way to get people thinking about this type of title. While "Chief Performance Officer" isn't necessarily going to stick, the concept is what we want to reinforce. Totally agree Jon. I think the “CPO” title is too grandiose, but I thought that Obama’s use of the title was a good way to get people thinking about this type of title. While “Chief Performance Officer” isn’t necessarily going to stick, the concept is what we want to reinforce.

]]> By: Jon Ingham http://joshbersin.com/2009/01/09/the-chief-performance-officer-why-it-matters-to-you/comment-page-1/#comment-68 Jon Ingham Fri, 09 Jan 2009 21:54:09 +0000 http://joshbersin.com/?p=194#comment-68 Hi Josh, it's a great suggestion, and a great title for HR practitioners to aspire to. I make a similar suggestion regarding the opportunity for HR to play Kaplan's and Norton's Chief Strategy Officer role in my HCM book. In a way, I still prefer the Strategy title, because HR can ensure that an organisation's people model is aligned with its strategy, but they can't actually be accountable for the performance of the business against the strategy. I've recently discussed this point here: http://strategic-hcm.blogspot.com/2008/12/hcm-and-business-success.html Hi Josh, it’s a great suggestion, and a great title for HR practitioners to aspire to. I make a similar suggestion regarding the opportunity for HR to play Kaplan’s and Norton’s Chief Strategy Officer role in my HCM book.

In a way, I still prefer the Strategy title, because HR can ensure that an organisation’s people model is aligned with its strategy, but they can’t actually be accountable for the performance of the business against the strategy.

I’ve recently discussed this point here: http://strategic-hcm.blogspot.com/2008/12/hcm-and-business-success.html

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