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Peter Cheese - An Introduction

Hello, and welcome to my blog.

Having done my first two weeks as CEO here at the CIPD, I think I'm ready to enter the blogosphere!

I plan to use the blogs to talk about some of the key issues and challenges we're all dealing with as a profession, and things that catch my eye, and hopefully to engage in a bit of dialogue with you all. We're in times of a lot of uncertainty and change, and that drives the opportunity, and indeed the need, to think differently. As I said in my People Management interview [Read here], I don't think there's ever been a more interesting time to be in HR.

There is much for us to engage with as a profession that impacts our own organisations as well as the broader economic and social context. Issues such as skills shortfalls and changes in employment, increasing diversity in the workforce and in ways of working, sustainability, and trust and corporate cultures, are important to us all.

We need to share our perspectives and experiences to help each other, but also to confidently engage with the leaders who have responsibility for the enterprises we work in, and beyond to the policy makers and opinion formers who are trying to shape the future, to make a positive impact and have our voice heard. But we must think strategically, and be able to offer solid analytical and systematic insight to ideas and solutions which will resonate with leaders at all levels.

I'll be coming back to those themes and more in the days and weeks to come. But I think this'll work better as a dialogue than a monologue.

So tell me, what's on your agenda?

Thank you for your comments. There may be a short delay in this going live on the blog page as we moderate the comments added to our blogs.

Anonymous

  • Peter,

    Can I join everyone else in welcoming you and thanking you for taking the time to blog and directly engage with your membership.

    What's on my agenda? Now that would be more than a comment on a blog and I could cheekily self promote by pointing you to my blog...but I'll leave that to others.

    So I'll try and summarise! I think the way in which organisations operate is changing at a faster pace than perhaps ever before and therefore how we organise our people, the skills that we need, the way in which we reward and motivate are all changing too.

    There are inevitable tensions on the horizon, between young an old as people stay longer in the workplace, between skilled and unskilled. All of these will need to be managed effectively and productively if we are to have successful businesses and a successful economy.

    This really throws people, and therefore potentially HR, into the centre of organisational and strategic thinking. My question is, "Is the HR profession capable and equipped to handle this? And if not, what can the CIPD do to support our profession to take this opportunity?"

    OK, I'll shut up now!

    Neil

  • Peter - thank you for finding the time to write - and I hope you'll continue to post on a regular basis.

  • Thanks for your comments. I’m reading and listening.  Knowing what’s on your minds is a helpful and important part of my induction, and looking at where there’s more we can do to support you all and keep you informed of what we’re working on will play an important part in my next steps!

  • Congratulations Peter. Good Luck and best wishes in your new role.

    I would be interested in your thoughts about how HR can move beyond a process focus to further engage in the leadership of organisations. A good time to be in the profession as there is a huge opportunity for those organisations who can get this right.

  • Congratulations on your appointment. I am sure you will have a challenging & interesting time!

    I agree with Kwasi, it would be nice to see CIPD's profile raised on the African continent. Although we have an HR professional body in South Africa, other countries do not and the influence of CIPD could do much to raise the standard and, consequently, the influence of the profession in both Public & Privates sectors.

    One personal wish is that CIPD highlight at every opportunity the importance of HR people being knowledgeable about the business operations, strategies etc of the organisation for which they work. IF HR people isolate themselves from the business of business, they will diminish the influence they may have on performance through people and portray themselves as lacking in the knowledge & experience for real business leadership.