CHRO Priorities
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Priority
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Improve absence management processes
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Improve onboarding and exiting processes and experience
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Improve employee relations
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Improve performance management approach
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Introduce succession planning and talent management
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Develop better internal communications
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Improve staff survey approaches
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Deliver corporate social responsibility programme
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Develop a new reward strategy
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Improve the gender balance of the current leadership team
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Priorities specific to my business's industry
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Understand the insight requirements of senior executives
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Move from a centralised to federated business structure
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Move from a federated to centralised business structure
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Develop the future operating model
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Develop wellbeing programme
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Organisational development of Culture and Values
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Creating new digital business models for the delivery of HR
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Develop a new resourcing strategy
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Ensuring data regulation compliance (GDPR etc)
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Influencing organisational culture/culture change
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Increasing the speed of business change
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Introduce open innovation approaches
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Better demonstrate the value of HR to the organisation
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Managing establishment and FTE reporting
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Reducing real estate costs by introducing flexible working practices
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Improving workforce diversity across the organisation
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Integration of data across systems
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Develop the employer brand of the organisation
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Gain a seat on the board
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Develop apprentice schemes
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Encourage better collaboration across the organisation
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Invest in the skills and capabilities in leadership team
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Increase self-service and automation of HR services
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Improve organisational capability to act upon data and data insight
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Develop a close working relationship with a particular supplier
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Develop a new brand proposition for the HR Department
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Establish a team of business intelligence champions across the business to sell benefits of data and insight
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Improving the use of agile approaches within and outside of the HR team
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Better integration with other service providers in the organisation
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Demonstrate better Return on Investment in HR
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Improve the user experience of accessing HR services
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Compliance and governance of HR processes
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Creating time and space to allow for innovation activities
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Working with consultant and specialist suppliers
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Enabling enterprise-wide searching for skills and people
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Building capability to meet changes in channels to market at speed
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Create a purpose-led brand
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Reduce recruitment spend through building digital/social channels
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Reputation management and business continuity planning
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Create development plans for staff
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Organisational and role design
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Insourcing development skills
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Skill mapping and up-skilling
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Develop an HR IT strategy
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Identifying skills and research
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Utilizing internal and external experts
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Developing a digital culture
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Improve approaches to budgeting and resource management to better react to business needs
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Representing the organisation to the outside world
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Create a principle-based brand
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Become a CEO
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Become an employer of choice
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Coaching managers to ensure they have high-performing teams
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Building capability to meet future bsuiness changes
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Introduce a new HRIS platform
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Set reward and recognition strategy
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Attract and retain the best talent
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Delivering value for money
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Ensure optimal organisational structures to promote collaboration
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Working in conjunction with internal and external departments to protect the brand
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Better informed business decisions from better data
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Share resources across the organisation to reduce costs
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Developing strategic partnerships with vendors
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Develop our web and mobile strategy and execution
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Dealing with public affairs and crisis management
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Devise a business-led strategy for Learning & Development
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Optimising use of external resources to improve effectiveness and value for money
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Enterprise-wide approach to quality and speed of service
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Suitable reward and recognition for innovation and new ideas
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