Criteria and process

HR magazine's annual HR Most Influential list was launched in 2006 to recognise the HR practitioners and academics/thinkers that are pushing the field of human capital management forward.


HR Most Influential Practitioners

For the purposes of the HR Most Influential list, the definition of an HR practitioner is either a practising HR director or another director who has come through via an HR role. The Most Influential Practitioner list is UK-based.

The criteria for shortlisting is that the person is credible, HR director-level seniority, part of a successful business/organisation, a role model for HR and is advancing the cause of HR. It is about influence in HR – not the best operational HR director. So criteria include external impact as well as internal, membership of business focused groups, NED positions or influence globally if relevant.

In 2016 Ashridge Business School undertook research around the concept of influence. HR magazine also consulted with leading HR directors to understand how they define influence in our sector.

On the back of this work the following criteria were identified as comprising influence in HR:

Process

Ashridge Business School undertook desk research measuring the FTSE100 HR directors against the above criteria, using corporate websites, LinkedIn and other web searches. A panel of specialist executive HR headhunters representing the private and public sectors met to add their expertise into the mix and to discuss influential practitioners from outside the FTSE100. These names were also provided to Ashridge for desk research.

The top practitioners in each industry form the HR Most Influential Sector lists. From these list the overall Top 40 HR Practitioners were chosen based on scores against each criteria.

Those practitioners who have recently moved role or stepped up into a bigger role are on our Ones to Watch list.


HR Most Influential Thinkers

HR directors and practitioners were approached to define what makes an academic or author influential. The following criteria were identified:

Process

HR magazine asked for nominations from the profession. A panel of HR directors met to debate the names and weight them. HR magazine sense-checked the results and the Top 30 ranking was created.