The most important first step before beginning a recruitment process is defining the needed skills an incumbent should have to be successful in the role. Once this list is established, that will help define compensation, optimal advertising sources, and finally, qualified candidates.

Current training delivery methods and course durations should not be an important factor in deciding how to structure the new training program. Human resources should factor in legal obligations and logistical requirements. In addition, some training content is best delivered in person rather than online-for instance, training that needs discussion or opportunities for learners to ask questions.

The CHRO displays the critical evaluation competency by using the data and insights she gained to build a business case. A business case that is well-researched and backed up by solid data has the best potential to convince the CEO to invest in the necessary training and development for his managers. Properly trained managers will have a positive impact on the company's operations.
A cost-efficient employee engagement initiative, one-on-one meetings, and literature for self-study can be quick fixes in the interim. However, they do not adequately address the manager's training needs.

* Maintaining Competitive Salaries: Keeping current salaries helps the company remain competitive in the labor market, ensuring that it continues to attract and retain top talent.