Table of Content
Introduction
The onboarding CHRO plan is critical to establishing reliable and sustainable HR leadership roles at the C-suite level and aligning these with the current and upcoming organisational goals.
The first 90 days are pivotal for building credibility, understanding the organisation’s dynamics, and aligning HR strategies with business goals.
A structured onboarding plan ensures you set the foundation for long-term success, and ensures you make a lasting impact while navigating the complexities of your new role.
Smart 90-Day Onboarding CHRO Plan
Day 1-30: Understanding and Assessment
- Meet Key Stakeholders
CHROs must have one-on-one discussions with executives, department heads, and existing HR teams as per the onboarding CHRO plan in the first week. It gives them indepth knowledge on the current HR function, how it operates, sustains, or thrives.
CHROs must find out the working of each such department, especially the HR department. Then they must note down the loopholes in each process, network, or vision or mission of each person or leader at the given role.
It gives them an insight for implementing certain actions and achieving breakthroughs in the next weeks.
- Review Organisational Culture and Policies
CHROs must continue to assess the company's culture, values, and existing HR policies. Invest in platforms like uKnowva HRMS to templatise the policies. Use default formats or edit them on the go in one place.
Ensure that CHROs have the admin and access view control so they can tweak the authorised entries in these documents and policies when required.
Further, they must evaluate these policies, get the C-suite management to approve of these. Then, CHROs must dive deeper into the cultural insights from the live and dynamic dashboard in uKnowva HRMS.
From there, the newly joined CHROs can know insights like:
- Which departments have the happiest people?
- Which department has the higher attrition and then dive deeper into why?
- Which department has the highest retention score and why?
- Which department is performing well for the last few quarters and which department is not?
- Which type of cultural events have been celebrated and talked about in the organisation in the last quarter and what impact it had on each department and individual?
- What type of goals have the TA specialists been achieving in the previous quarters and what kind of feedback have they been getting and what work have they done after the feedback to improve?
- How many leaders have been hired in the last quarter, what goals were they assigned, how many of such goals they achieved and in what time, and which leader out of these have had the best or least impact in the overall business growth?
Questions and insights like these can help the new CHRO to improve organisational policies and employee handbook later on. However, they must also know the management or director’s vision in order to blend it beautifully in the policies so that these impact executives and leaders in the same manner in the long run.
- Analyse Current HR Metrics
Explore the dynamics of employee engagement, retention, and performance metrics in the organisation. Evaluate the efficiency of current HR processes using tools like uKnowva HRMS.
- Familiarise Yourself with Technology
Understand the HR tech stack and its capabilities. Plan to leverage platforms like uKnowva HRMS for real-time analytics and process automation.
With uKnowva HRMS, CHROs can have access to the in-built extension store. This extension store has 100+ in-built and partnered apps and widgets. By integrating these into the current instance, CHROs and their HR leaders can increase the utility of their current HR tech stack.
Most of the integrations, apps, or widgets are free of cost in the extension store. That helps the HR leaders to access the benefit of multiple platforms or apps within a single IDE or instance.
Such a platform makes CHROs intelligent in front of the management or C-suite leaders. The CEOs can start considering CHROs as the strategic partner in the long run if such CHROs keep coming up with such initiatives within the first 30 days of their onboarding.
Day 31-60: Strategising and Building Relationships
- Develop a Strategic HR Plan
Align HR objectives with the current and upcoming business goals. CHROs must revisit the HR KPIs for all the HR leaders and executives and ensure that all these KPIs are being meant or are on track. Otherwise, use the AI Suggest tool to automatically generate or update the industry-led KPIs within seconds, saving them hours of research within a single click.
CHROs must also prioritise initiatives such as succession planning, agile career pathing, skill enhancement, and DEI efforts. From initiatives like this, the organisation can become more seriously oriented toward developing a cohesive mindset and welcome a collaborative environment, even for the siloed or scattered teams.
- Build Strong Teams
As per the onboarding CHRO plan, newly hired CHROs can begin by evaluating team strengths and weaknesses. This can be by running department-level surveys or polls for collecting the feedback from employee and team leaders.
They must know what is working for each team member and team leader in the organisation as of now and what needs to be changed or improved in terms of
- Individual traits,
- Team culture,
- Expected and actual actions,
- Assigned projects and clients,
- The entire set of deliverables with a more visible, impactful, and aligned project charter.
Establish mentorship and development opportunities through an integrated eLMS module in the HRMS. This brings on new opportunities for the employees and team leaders to learn on the go and develop an ever-learning mindset.
- Strengthen Communication Channels
Introduce feedback loops for employees and leadership. Use uKnowva HRMS for transparent communication through social intranet, chat process, news feed, and live announcement for big or mission-critical updates.
- Engage with Employees
Conduct listening sessions or surveys on the HRMS to gather insights.
Focus on employee concerns, engagement levels, and growth aspirations.
Day 61-90: Executing and Delivering Results
- Launch Quick-Win Initiatives
Roll out immediate-impact projects like wellness programs or learning platforms.
Showcase results to build credibility.
- Implement Long-Term Plans
Start foundational work for initiatives like leadership training and HR policy updates.
Use tools like uKnowva HRMS for performance management features to monitor employee progress.
The PMS module can have multiple ratings and reviews system, balance score card, 9-box grid to find the rising stars, and bell curve to normalize the ratings in each department or business unit before locking ratings to appraise people and prepare a future leadership pipeline with evidence of breakthrough performances.
- Measure and Report Success
Create dashboards to monitor essential performance metrics.
Present analysis and real-time insights to C-suite leaders to come across the CHRO changemaker.
This will help unlock 10x business growth in the long term and smart tools like uKnowva HRMS are consistent in providing actionable insights and finding out hidden trends for CHROs to take corrective actions on time.
- Refine and Adjust
Collect feedback through the 360-degree module on CHRO initiatives at the end of the 90-days for the onboarding CHRO plan to be successful.
Change the CHRO KPIs as per the latest industry changes and convey the same to the CHRO. Have detailed discussion on what is working out for the organisation in terms of:
- Individual performances
- Organisational culture
- Departmental breakthroughs
- Business growth
- Employer branding
- HR effectiveness and much more.
Conclusion
The first 90 days as a CHRO set the pace as the organisation may grow over their leadership and vision. So execute the onboarding CHRO plan smartly with implementing uKnowva HRMS from the get-go.
By combining strategic planning with actionable steps and leveraging platforms like uKnowva HRMS, CHROs make a measurable impact from day one.
FAQs on Onboarding a CHRO
- What quick wins can a CHRO implement in the first 90 days?
Quick wins include launching employee engagement surveys, wellness programs, and streamlined onboarding processes using HRMS tools.
- Why is stakeholder engagement crucial in the first 30 days?
Engaging with stakeholders builds trust, clarifies expectations, and ensures alignment with organisational goals.
- How can data-driven insights improve CHRO decision-making?
Data-driven insights help identify trends, measure progress, and make strategic adjustments, ensuring better outcomes.
