Talent and workforce

Chief Human Resources Officers (CHROs) should focus on enabling business continuity and crisis management.

• Enable and support teams as they lead through crisis, engaging resources for safety and crisis management
• Deploy workforce planning to support short term contingency; leverage modelling tools to assess cost savings options
• Review business travel patterns and support ‘stranded’ colleagues in transit and globally mobile colleagues and their families
• Assess global BPO and service provider disruption supporting people processes (e.g. Payroll)
• Review and accelerate virtual collaboration and new ways of working; redesign training to a remote model
• Deploy virtual in-house communication channels and hubs for employee Q&A’s; health and wellness programs
• Deploy remote work pulse surveys to gauge sentiment and productivity leveraging analytics tools  

CHROs should focus on leading through ongoing business disruption.

• Identify critical functions, roles, processes and skills and gaps exposed by virtual working
• Assert greater accountability for all employees (including contingents) and leverage technology to upskill and reskill colleagues where capacity has changed
• Financial and risk modelling of optimal workforce capability and actions
• Develop the business case that will change the trajectory of the HR function forever; learn from the past and build for the future
• Explore the marketplace and leverage existing technology to reimagine how work is done in the future
• Assess your operating model blueprint to challenge the traditional model
• Understand new travel restrictions and impact on colleagues and operations
• Payroll tax involvement for new taxing jurisdictions and location tax impacts
  

Transform to succeed.

• Bring total talent planning, talent brokering and workforce experiences to life for all employee types
• Exceed business case commitments and use data to demonstrate the people impact on the business value chains (top and bottom line)
• Upgrade the capability of your teams and move colleagues and work as needed to enhance service experiences and value
• Incorporate agile and digital talent upskilling and reskilling into your learning strategy
• Stand out as an agile organization that is exceptional at anticipating and deploying service enhancements at speed
• Implement new products and services to emphasize HR as a critical enabler of people value and business outcomes
• Evaluate facilities needs, including leases, future workspace and fixed asset needs
• Review and reassess your global mobility strategy