2026年CHRO的首要任务

2026 Top Prioritiesfor CHROs How Gartner identifies CHRO priorities CHRO interviews2025 Gartner CEO and Senior Business Executive Survey2025 Gartner HR Leader and Employee SurveysMarket research and data analysis Actions CHROs should take Priority01Harness AI to revolutionize HR. Craft a clearly defined HR-focused AI strategythat aligns with enterprise-level businessobjectives withAccelerators for CHROs. The Gartner AI-infused HR operating model Evolving your HR operating model is the first step towardrealizing the full value of AI. This initial stage has the highestpredicted impact on AI productivity gains (29%) in comparisonto AI knowledge sharing, acceptance or skills. But, evolving theoperation model also drives stronger collaboration, customercentricity, efficiency and strategic impact in the long-run. Key actions•Create an HR innovation command centerwith a head ofHR strategy and head of change management to lead HRthrough its reinvention.•Shift HRBPs to strategic talent leadersas AI agents takeover transactional tasks, like identifying employee upskillingneeds.•Evolve COEs to become custom HR product designers,such as personalized onboarding or tailored learning.•Transform HR operations to digital HR solutions anddelivery,where AI agents perform most of your currentTier 0 and Tier 1 activities. Use theCHRO Digital EffectivenessSelf-Assessmentto evaluate your digitalcapabilities and identify gaps. Develop a “now-next” talent strategythat clearly articulates how tomaximize talent impact within the next12 months, while also driving bettertalent outcomes in the next one tothree years. Without this clarity, yourisk losing credibility with the C-suite. •Invest in differentiated capabilitiesthat competitors cannot easily replicate andstructure costs to disproportionately support these areas.•Optimize current potentialby focusing on motivation and deployment to drive immediateimpact. Use build, buy, automate or augment strategies to prepare for future needs.•Plan for a blended workforce.Move beyond viewing AI as a bolt-on and begindesigning a human-AI workforce where both co-deliver work.•Manage dual KPIs.Establish two distinct sets of metrics: one for “now” and one for “next.”This will help balance short-term performance with long-term strategic outcomes. Your leaders must routinize — not justinspire — change. When change becomesnatural and instinctive for employeesas part of the normal course of work, itresults in a3x higher probability of healthychange adoption. Key actions •Reset and demonstrate expectationsin leader performance criteria,competency models and development programs.•Create tools for leaders and employeesto understand the emotions theyfeel, what’s driving them and what they can do about them.•Identify core change skillsthat matter most. Find moments within daily workto practice those skills and keep employees committed to building reflexes. Drive actionTeach leaders how tobuild change reflexesfor intuitive action. Manage emotionalresponsesEquip leaders withtools to help employeesregulate uncomfortableemotions. Priority04Address culture atrophyto power performance. To achieve and sustain desired culture, CHROsmust embed it into employees’ day-to-daywork. Organizations that do so see up to a34% increase in employee performance. •Drive understanding of valuesby differentiating values proficiency levels thatresonate with associates at all levels.•Translate valuesinto actionable, contextualized behaviors to facilitateemployee actions that reflect and sustain the desired culture.•Integrate culture values into talent and business processesto create anenvironment that consistently reinforces the desired culture. Not a Gartner client? Gartner clients have access to HR business andtechnology insights that drive smarter decisionsand stronger performance. Contact us today to start your journey. Get Started Source: Gartner©2025 Gartner, Inc. and/or its affiliates. All rights reserved. CM_GBS_3942750