188 ChatGPT Prompts for HR Business Partners.

Inspiration to get you going.

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Happy Thursday (!),

The holidays were good, but it’s also great to be back.
I'm keen on getting 2024 going, and do I look forward to what it might have in store?

Yes, I do!

Some things are known, such as that I’m turning 40. Other things are yet to be revealed (Hello, hello AGI?)

Anyway, on the 16th of Jan, I’ll do a free webinar in English this time.
4 PM EST / 1 PM PST
(Or for those up late at night in Europe at 10 PM/22.00)

It’s 100% free; you don’t need to drop your email or anything, I only ask that you share it with your network. A simple LinkedIn post saying you are attending would mean the world to me! :)

See you on the 16th but now, let’s dive into 2024s first post.

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Before we start the prompt bonanza, let me say two things.

First, as always, this is more of a post to elevate your mind than anything. I want to show you what is possible. I know that there are more prompts out there.

Secondly, since we last did this, OpenAI has released its guidelines on how to prompt ChatGPT best.

If you are keen on getting the very best results from ChatGPT, I strongly suggest reading the whole piece but summarizing it (or rather asking ChatGPT to summarize how to prompt best…well ChatGPT)

• Write Clear Instructions: Provide explicit, detailed prompts to guide the model's responses.

• Include Necessary Details: Add relevant information in your queries for more accurate answers.

• Adopt a Persona: Instruct the model to reply in a specific style or character for more engaging interactions.

• Use Delimiters: Clearly mark different sections of your input to improve task segmentation.

• Outline Task Steps: Break down complex tasks into a sequence of smaller, manageable steps.

• Provide Examples: Offer examples to guide the model, especially when seeking specific styles or formats.

• Specify Output Length: Request outputs of a particular length (e.g., word count, paragraphs) for tailored responses.

• Provide Reference Text: Supply relevant texts for the model to use, reducing the chance of fabricated answers.

• Split Complex Tasks: Decompose intricate tasks into simpler subtasks for better accuracy and manageability.

• Allow Time to 'Think': Encourage the model to reason through problems before providing an answer.

• Use External Tools: Enhance responses by incorporating tools like code execution or embedding-based search.

• Test Systematically: Regularly evaluate and refine your prompting methods for optimal results.
  

But as said, read the full piece for more nuances to this.
That said - let’s get to the HRBP prompts.

HR

1. What assessments and tools can help predict and nurture high potential talent for leadership roles?

2. How might we leverage workforce analytics to inform strategic talent planning and decisions within the business?

Recruiting & Staffing

4. What hiring innovations like AI or analytics could improve quality of hire and time-to-fill for key roles?

5. How can we optimize the candidate experience through user-friendly application processes and responsive communication?

6. What selective criteria beyond experience may indicate a high potential new hire for key roles?

Retention & Engagement

7. How can we foster greater work/life balance, flexibility and wellbeing for employees in high turnover roles?

8. How might we strengthen coaching, mentorship and sponsorship, especially for underrepresented groups?

9. What mechanisms could facilitate continuous feedback and performance conversations beyond formal reviews?

Learning & Development

10. How can we quantify ROI and tie learning programs completion to capability building and career progression?

11. What rotational assignments or experiences would effectively develop high potential future leaders?

12. How might we leverage digital badges, simulations and gaming to make learning programs more engaging?

Diversity, Equity & Inclusion

13. How can we mitigate unconscious bias and perceived barriers that hinder advancement of underrepresented groups?

14. What training or resources would help managers foster inclusion and equitably manage diverse teams?

15. How might we expand outreach and sourcing strategies to attract more diverse candidates?

Total Rewards

16. How should pay policies adapt to comply with emerging regulations or collective agreements?

17. What mix of compensation, benefits, growth opportunities and culture highly engages top talent?

18. How can total rewards strategy help drive desired culture, employer brand and strategic business goals?

Compliance & Policy Management

19. How can we effectively update workplace policies across business units to meet changing legal and regulatory requirements?

20. What processes could HR implement to proactively identify and remediate compliance-related risks within the business?

21. How can technology help automate policy distribution workflows to simplify access for business leaders and their teams?

HR Analytics

22. What skills, roles, and delivery models are needed to scale our HR analytics function to better meet complex business demands?

23. How can predictive workforce analytics help business leaders address risks like turnover or performance gaps on their teams?

24. What governance protocols must be established enterprise-wide regarding ethical use of HR analytics?

Change Management

25. How can HR build change management and communication capabilities in frontline business managers?

26. What insights or data can help predict and mitigate employee resistance or disengagement to a business change?

27. How might HR identify influencers early on to socialize and gather input on change impacting their business area?

Culture & Engagement

28. How can HR support business leaders seeking to cultivate or reinforce desired culture on intact teams post-acquisition?

29. What norms or lack of role clarity are contributing to conflicts, coordination issues or disengagement within business units?

30. How can HR help business leaders measure, monitor and strengthen employee engagement on their teams?

Talent Mobility

31. How can we provide greater transparency into job opportunities to facilitate movement between business units?

32. What career frameworks, tools and experiences effectively showcase high potential talent across the enterprise?

33. How might HR leverage internal mobility analytics to identify common talent flows and opportunity areas between business units?

HR Strategy & Planning

34. How can HR evolve its operating model and services portfolio to meet changing business partner demands?

35. What are the top 1-2 strategic people priorities HR should address to maximize human capital value within key business units?

36. How should HR strategy consider potential disruption and evolution of skills, work and workforce models within the business?

Business Partner Skills Development

37. How can we expand HR business partner capabilities in consulting, design thinking and organizational psychology?

38. What specialist skills like financial acumen, workforce analytics or instructional design would maximize business partner impact?

39. What external training programs, conferences and experiences would be valuable for the ongoing development of HR business partners?

Executive Talent Management

40. How can HR implement more rigorous succession planning processes to identify enterprise leadership potential?

41. What global leadership experiences effectively prepare regional/divisional talent for broader corporate roles?

42. How can HR facilitate exposure, networking and sponsorship connections between emerging and executive leaders?

Performance Management

43. How can technology simplify performance review administration while enhancing quality of feedback provided to employees?

44. How can HR address potential biases, blind spots or inconsistencies in performance measurement across business units?

45. How might HR capture peer, team or cross-functional feedback to supplement manager perspectives on performance?

Organizational Design & Effectiveness

46. How can HR facilitate collaborative analysis and redesign sessions to optimize roles, structures or capabilities?

47. Where might role redundancies or misalignments exist between business units, and how can HR guide streamlining efforts?

48. How could HR help enhance cross-functional collaboration and reduce silos between interacting business teams?

HR Technology & Digitalization

49. What skills development, structural changes or modernized operating models can improve HR’s use of automation and digital tools?

50. How can AI, chatbots and machine learning personalize services, provide predictive recommendations and tailor HR interactions?

51. What risks related to emerging HR technologies must be mitigated to ensure responsible and ethical usage?

Employee Experience

52. How can technology like apps and automation simplify workflows and provide responsive support for employee HR requests?

53. What barriers or blind spots could be hindering inclusion among underrepresented groups within business units?

54. What self-service HR portals, tools and resources would deliver an enhanced, consumer-grade experience for employees?

Labor & Employee Relations

55. What proactive measures can foster open communication and minimize conflict involving unionized employees within business units?

56. How can HR partner to provide business leaders education on key labor regulations and constructive relations strategies?

57. What mechanisms help business leaders monitor labor trends, issues, and plan communications impacting their employee groups?

Global People Strategy

58. How can HR balance globally consistent strategy with customization to regional business priorities across locations?

59. What governance model would enable global alignment while still empowering local adaptation within business units?

60. How should priorities be balanced between driving enterprise-wide initiatives versus business-specific goals?

Mergers, Acquisitions & Divestitures

61. How can HR enable smooth transition of people, culture and ways of working through complex transactions?

62. What factors guide determining appropriate employee transition, retention and severance approaches in deals?

63. How can HR partner to assess culture compatibility, diagnose trouble spots, and plan integration between merging business teams?

Restructuring & Workforce Transformation

64. How can HR guide business leaders through restructuring scenario planning, role prioritization and span optimization?

65. What outplacement support and transition assistance is valuable for employees impacted by business unit workforce reductions?

66. How might HR help identify workforce segments at risk for automation or whose jobs will significantly evolve in the coming years?

Talent Impact of Industry Disruption

67. How can HR support reskilling initiatives to transition some business units to new capabilities needed for the future?

68. What innovations in organizational models could improve business unit productivity, agility and performance amidst volatility?

69. How might HR help identify and develop leaders who can effectively guide business teams through uncertainty from disruption?

HR Skills Transformation

70. How should HR’s focus on specialized centers of excellence versus embedded business partners be rebalanced to meet evolving demands?

71. What innovative HR operating models, systems and service delivery approaches can elevate strategic impact for the business?

72. How can HR reskill and redeploy talent practitioners into more value-added capabilities like analytics, consulting and employee experience?

73. What potential automation or digitalization opportunities should HR prioritize first to elevate services for the business?

74. How can HR expand skills in tech integration, data science, and digital fluency throughout the function?

75. What external partnership models with contingent workforce solutions providers could expand HR’s capabilities?

HR Policy & Advisory

76. How should top HR policies be regularly reviewed and updated to foster agility while ensuring compliance?

77. How can HR advisors guide managers handling unique complex employee relations issues?

78. What training can make frontline managers better equipped to manage day-to-day ER challenges?

Innovation & Future Readiness

79. How can HR monitor leading edge people practices shaping the future of work?

80. What innovative people models, rewards structures or org designs will arise from disruption?

81. How might HR need to transform over the next decade with exponential technological changes?

Wellbeing & Sustainability

82. How can HR champion wellbeing through benefits, spaces design, norms and leadership modeling?

83. What employee assistance services effectively support mental health and work life harmony?

84. How could sustainability be embedded into company culture, spaces and people practices?

Compensation Innovation

85. What innovative compensation structures, incentives and benefits will engage digital native talent?

86. How could dynamic, flexible pay models balance personalization with internal equity?

87. What benefits or incentives would make our total rewards program stand out from competitors?

Assessments & Analytics

88. How can assessments, analytics and AI enable unbiased, data-driven people decisions?

89. What dashboard visualizations best convey workforce trends and talent dynamics?

90. How might predictive analytics guide proactive planning and mitigation of people risks?

Talent Branding & Sourcing

91. What modern, tech-enabled tactics can make our employer brand stand out?

92. How can data-driven targeted outreach improve quality of our candidate pool?

93. What sourcing partnerships and channels will access hard-to-reach specialized talent?

Leadership & Succession

94. How can HR advise talent reviews to reduce bias and perceived inequities?

95. What capabilities are imperative in leadership development programs amid volatility?

96. How might assessment centers and experiential learning identify high potential leaders?

Digital Learning Ecosystems

97. How could learning incorporate AR, VR, gaming, video and social recognition?

98. What knowledge sharing forums and tools can democratize development opportunities?

99. How might AI and data personalize and curate learning playlists for individuals?

Contingent Workforce Strategy

100. How can HR better support and engage the blended workforce of FTEs and contingent talent?

101. What MSP model best meets dynamic business team staffing needs?

102. How could policies equitably support contingent talent without disadvantaging FTEs?

Global Mobility

103. How can global assignments expand leader perspectives while minimizing cost and disruption?

104. What localized policy variations are essential to balance consistency and culturalization?

105. How can repatriation processes retain global talent and apply acquired knowledge?

Diversity, Belonging & Allyship

106. How can diversity metrics guide corresponding recruiting and development initiatives?

107. What training or storytelling develops cultural understanding and belonging?

108. How is commitment to equitable access to opportunity demonstrated at leadership levels?

Hybrid Work Strategy

109. How can leaders be developed to effectively manage virtual and hybrid teams?

110. What norms foster collaboration, bonding and inclusion regardless of work location?

111. How to ensure equitable access to information, development and advancement in hybrid models?

Union Relations & Strategy

112. How can aligning union positions to corporate goals improve partnership opportunities?

113. What ongoing joint labor-management initiatives could identify and address mutual concerns?

114. How might union perspectives be incorporated into the development of certain programs and policies?

Psychological Safety & Health

115. How can mental health be destigmatized through awareness campaigns and open dialogue?

116. What wellbeing benefits and resources effectively support the person as a whole?

117. How is psychological safety in team relationships cultivated by modeling and rewards?

Culture & Values Activation

118. How are values embedded into people programs from recruiting through leadership development?

119. What storytelling resonates across global regions while retaining local relevance?

120. How can symbolic gestures through reward choices signal expected cultural behaviors?

Listening Strategy & Channels

121. What pulse survey content and cadence improves understanding of sentiment shifts?

122. How can feedback be quickly analyzed and summarized insights be shared to all people managers?

123. What two-way dialogue in town halls and small groups solicits ongoing employee input?

Courageous Leadership

124. How can people leaders demonstrate conviction to values when facing complex dilemmas?

125. What tools equip frontline managers to have necessary difficult conversations?

126. How are leaders inspired to take smart risks on people practices innovations?

Creative Collaboration

127. What training builds skills in facilitating, design thinking and influencing without authority?

128. How can credit and rewards depend partly on peer and qualitative input?

129. What decision rights do employees have over certain “how” choices?

Transparency & Communication

130. How could helpful FAQs and discussions make program requirements easier to navigate?

131. What critical context helps employees understand intent behind announced changes?

132. What two-way dialogue allows employee concerns and ideas to shape implementation plans?

Trust & Relationships

133. How is commitment to ethics and care for people upheld in times of turmoil?

134. What one-on-one discussions and gatherings allow for authentic relationship building?

135. How could employee input steer some program designs to inspire partnership and confidence?

Conscious Organizational Development

136. How does our OD strategy balance efficiencies, employee experience and humanity?

137. What symbols, language and iconography signals our conscious evolution?

138. How is sustainable business balanced with caring for all life in policy and practices?

Work-Life Harmony

139. How can workload management and modeling from leadership champion integration vs overload?

140. What norms champion regenerative time for employees to manage energy vs burnout?

141. How could smart automation coordinate calendars across teams to avoid double booking high demand employees?

Innovation Ecosystems

142. How can crowdsourcing campaigns tap collective wisdom on people solutions ideas?

143. What volunteer boards guide people systems innovations balancing multiple perspectives?

144. What people systems pilots evaluate potential solutions while mitigating risks of disruption?

Feedback & Recognition

145. How might crowdsourced badges create viral engagement and reward collaboration?

146. What peer-to-peer tools foster a gratitude culture?

147. How could leaders curate and share praise to reinforce cultural behaviors weekly?

Ethics & Responsibility

148. How is commitment to ethical AI assured in people data and systems design?

149. What advisory council steers technology innovations balancing upside-downside?

150. How could employee participation guide some tradeoff decisions on people investments?

Agility Playbooks

151. How can leaders empower frontline judgment while ensuring compliance guardrails?

152. What hackathons tap collaborative creativity for people systems innovations?

153. How will pilots, experiments and trials inform policies ready for unknown future curves?

Emotional & Social Capabilities

154. How can people analytics guide development of shared leadership capabilities?

155. What simulations or experiences build trust, empathy and relationship competencies?

156. How are soft skills in communicating and collaborating woven into all learning?

Personalization & Flexibility

157. How could adaptable policy frameworks support more choice based on life/work stages?

158. What coaching conversations explore individual purpose alignment to role?

159. How might AI nudges guide personalized learning recommendations?

Holistic Health & Performance

160. What frameworks assess multi-dimensional value of whole person to organization?

161. How could reciprocity principles better balance value exchanges in role design?

162. What vitality metrics assessed via wearables and surveys correlate to productivity?

Real-Time Recognition

163. How might mobile nudges spur peer appreciation in the moment?

164. Could smart watches enable contactless recognition tapping?

165. How can praise notifications intrigue and positively reinforce?

Blind Spots & Biases

166. How can collective intelligence models convert shared weaknesses into wisdom?

167. What decision hygiene tactics counter groupthink and lack of diversity?

168. How is commitment to equitable access to opportunity demonstrated at leadership levels?

Work-Life

169. How can workload management and modeling from leadership champion integration vs overload?

170. What norms champion regenerative time for employees to manage energy vs burnout?

171. How could smart automation coordinate calendars across teams to avoid double booking high demand employees?

Design Thinking

172. How can HR adopt design thinking methods used by product innovators?

173. What could participative visioning for ideal employee experiences reveal?

174. How might journey mapping uncover pain points for focus groups?

Talent Exchange Marketplaces

175. How could internal talent sharing expand skills while enabling load balancing?

176. What success metrics beyond satisfaction include utilization, growth and annotations?

177. How can social profiles and AI matching algorithms enable talent discovery?

Analytics & Recommendation Engines

178. How can predictive workforce modeling inform planning amidst volatility?

179. What recommendation algorithms guide managers on retention nudges and development next steps?

180. How could simulations visualize impact of various human capital investment scenarios?

Team & Network Analytics

181. How could sociometric data gatherings and analyses illuminate networks?

182. What interventions might reduce silos between functions based on relationship mapping?

183. How can leader dashboards chart span breakers, brokers and peripheral nodes?

Decision Intelligence

184. How will participative simulation models support tradeoff evaluation?

185. Could cognitive models like argument mapping build consensus?

186. Where could principle-based decision guides codify wisdom for common scenarios?

Quantified Self & Nudges

187. How might voluntary tracking uncover energy management insights?

188. Could smart watch feedback positively reinforce wellbeing behaviors