Given the time of year, and all the change we have been though, this is a good opportunity for HR to ask themselves- what is next?
Two thoughts on how to get there:
- Make sure what ever you do, it is in alignment with the strategic objectives of the CEO. If you are not 100% sure what they are, do not assume anything, find out.
- Use math to weigh the opportunities. To identify the top opportunities, look to measure the value of the matter. For example, hiring may have a higher perceived value than retention. Then measure how well you are doing that thing. For example, hiring may have a very high value but because of the efforts you made last year, you have got your hiring act together. Retention, although it has a lower value, may be so poorly managed that in the aggregate the math says that’s where you focus your efforts.
I took the time to put together a matrix you can use to discern your best opportunities. You can get the doc at https://www.donphin.com/wp-content/uploads/2019/04/HR-DEPARTMENT-OPPORTUNITY-SURVEY-2.pdf (no registering required).
If you have any questions or insight you would like to share about prioritizing the HR opportunity please let me know!