SystematicHR had a great post that critiqued a Mercer write-up about what a CHRO should do in the first 100 days on the job. For anyone thinking about how to make HR more strategic, both are a good read.
It started me thinking about why limit it to the first hundred days on the job. Many of the recommendations should be done every 100 days.
- "Connect the goals of the HR function to the goals of the business. By starting with the broad business challenges and strategy, you’ll convey to senior executives that you understand the need to link workforce investments to business results."
A strategically-focused HR organizations should do this exercise every 100 days to make sure workforce investments continue to be linked to business priorities.
- "Identify the greatest sources of pain for immediate attention and prioritize longer-term issues. While you won’t be able to address all of the organization’s workforce or HR issues in the first 100 days, you can identify the most critical ones, assess the available resources and develop a plan of action."
A strategically-focused HR organizations will use a portfolio management approach to assess the priorities of workforce investments at least every 100 days to make sure the right priorities are addressed.
- "Build the case for change within the function and throughout the organization. The scope and magnitude of change will be different in each organization, but there’s no question that people will expect action – and business challenges will demand it."
Managing change is not a one-time event that just occurs in the first 100 days. It is an ongoing process that needs to be addressed well beyond the first 100 days. It is a good idea to take a checkpoint every 100 days and see if needed changes are really taking hold, and if not, what actions can be taken to move change forward.
Is your HR organization on this kind of 100 day plan? If not, should it be?
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