CHRO's new successful & innovative HR Strategy in a new company

Recently we were doing research while working with CHRO who are joining new companies… 

Research showed 7 key success patterns when a CHRO's successful after joining a new organization. The success pattern shows that key deliverables of CHRO to the company are built through continuous evaluation, flaw identification, structural redesign planning and then excellent execution of the existing human resources department. 

Let’s get in to a bit more brief about those success patterns

1/ In particular, reviewing the all existing HR department to staff competency and map them to the new structure of HR strategy. During that implementation, problem definition is necessary to decide “Which solutions that need the outsource” and  “Which one can be conducted by an internal team”.

Especially, the effectiveness evaluation capabilities of staff in the new HR process is for identifying “Who will fit with the new strategy” and “Who won’t”. 

2/ Beside investigating and controlling HR strategy for the downward side, the upward side is critical which is the CEO/COO’s pain point and understanding the C-suite level's expectation to the HR department. By being aware of problems and weaknesses to redesign the HR strategy for immediate problem solving. But CHRO often gets missguided here from different points of views in terms of building strategies.

3/ Most of the time CHRO starts the new role with a big expectation from the CEO, COO and C-Suite executive panel but having very little insight about the HR team, workforce. Which will become one of the biggest challenges and also resulted in mid term failure for CHRO. 

So after on-boarding the role and getting an end to end or at least key areas to get HR audited by a professional team significantly help CHRO to build up the right focus for the HR strategies. 

4/ About the recruitment department, it’s necessary to identify the talent acquisition problems which were not done in the right way or the employer brand has no activities. Put it on the top priority to bring up the top passionate talents redesign for an up skilling recruitment team and improve the talent acquisition process to gain the better talent and faster company's growth.

One of the proven winning strategies here is to focus on employer branding immediately with a professional partner to solve the recruitment challenges in mid and longer term. 

5/ Identifying the powerful key stakeholder or trusty HR partner to establish a good proactive relationship by building the meeting monthly and biweekly.

6/ For the leadership team and senior managers, leadership skills gap identification is the most critical mission. Make the survey and evaluation to provide the right and suitable training solution to help their development to add value to the company growth. 

In the longer-term, it’s possible to conduct the 3 months work with an HR solution partner to develop a leadership competency matrix. By this way, CHRO knows all the gaps of leaders and fills them with the right solution to achieve the company’s goal.

7/ Choosing the outsource Compensation and Benefits solution (C&B) from other HR agencies also proved a handy decision for having time to focus on the company's workforce improvement, innovation and the better strategy planning. 

Let's talk about “Innovative HR Strategy”

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