First and foremost, the effort shouldn’t look like an attempt to be trendy and glom onto shiny new digital products. This approach — one that takes a page from the modern digital marketing playbook — sends key individuals within the organization no more than one or two targeted requests a month.

That involves defining the roles that must get filled and identifying criteria on which to judge applicants. This is another reason it’s essential to build a solid business case showing positive outcomes from a C-level perspective. If your workforce is unhappy or unsettled, it could be because you haven’t given HR enough attention. Wikis, social media, and other collaboration tools help HR staff members understand the needs of employees and also give them selfservice tools that reduce routine inquiries that can drain HR resources.THIS WORK IS SOLD WITH THE UNDERSTANDING THAT THE PUBLISHER IS NOT ENGAGED IN RENDERING LEGAL, ACCOUNTING, OR OTHER PROFESSIONAL SERVICES. Setting Priorities It’s important to set the right priorities, not just in terms of the most important activities, but also in terms of time-to-value.

One of your first responsibilities is to familiarize new employees with your firm’s internal policies and procedures. It’s the breadth and complexity of the HR field that explains why many people fail to grasp what it is. If not, keep reading anyway — I’ll change your mind and make you a modern HR advocate in six short chapters! Consider, too, the importance of good corporate citizenship and workplace surveys — two components boosting employees’ sense that they work in a business that does the right thing and values feedback from its people. Executives in the C-suite are working to grow the business in the midst of economic volatility and increasing pressure to attract and retain high-quality talent.But this is not a one-way proposition: As HR helps develop a company’s people, their skills are enhanced in the service of their careers. Playing an active role in generating more value for the enterprise isn’t something forwardlooking CHROs can avoid. Additionally, 57 percent of respondents reported collaborating with people outside of their department or function, and 63 percent reported collaborating across different locations.