Attract, retain and develop people who are a great fit for the organization. Cultivate a great employee experience.
One of the CHRO's chief tasks is to design and carry out a talent strategy that encompasses recruiting, hiring, developing and retaining employees.
That strategic planning process includes HR disciplines such as talent acquisition and management, succession planning and employee training using learning management systems.
The CHRO should have a strong understanding of the difference between good and great talent, and be able to foster a self-renewing stream of leaders. In this part of their job, CHROs in larger enterprises often lead initiatives related to the selection and use of talent management software.
Being a leader is demanding, and finding the time to reflect and develop oneself can be challenging. If the accountability and transparency of such reflection is non-existent, the probability of it happening diminshes even further.
To help leaders build awareness of the skills, behaviours and priorities required of them (and how well they master those expectations) you should provide leaders with tools for reflection, reflection logging and reflection transparency.
This might include surveys, assessments, role descriptions, skillset descritions and other relevant resources where the leader can evaluate and write down their thoughts on their own ability to adhere to best practices.
For a collection of such resources, check out the leadership support category.
Recruitment Scaling up Hiring
Termination
People development Organizational development
Employee experience Onboarding
Employee experience Organizational clarity Organizational development Organizational health Onboarding Startup Alignment and friction prevention Leadership support and enablement Role clarity Leadership development
Organizational health Organizational development Onboarding Employee experience Leadership support and enablement Management Leadership development
Role autonomy Onboarding Team autonomy and enablement Organizational health Role clarity
Employee experience Organizational clarity Organizational development Organizational health Startup Alignment and friction prevention Leadership support and enablement Leadership development
Employee experience
Management Startup Leadership support and enablement Leadership development
Organizational development Onboarding Organizational health Leadership support and enablement Employee experience Leadership development
Employee experience
Employee experience Alignment and friction prevention Organizational health Organizational development
Employee experience Organizational development Organizational health Startup Leadership support and enablement Alignment and friction prevention Management Leadership development
Employee experience Ansattopplevelse
Employee experience Organizational health Leadership support and enablement Management Leadership development
Lederopplevelse Lederstøtte
Leadership support and enablement Leadership development Employee experience
Lederutvikling
Lederstøtte Lederopplevelse
Strategy People development
Performance management Strategy
Organizational development Organizational health