As organizations and companies grapple with outdated legacy systems, the challenge on how to better address new staffing expectations of the 21st century have put many Chief Human Capital Officers (CHCOs) in the position where they are implementing a two-tiered plan of attack to address concerns. In the long term, they understand the importance of establishing a framework built around ensuring their organizations are equipped to handle the company mission and human capital priorities, policies, procedures and business requirements. At the same time, some initiatives can’t – or shouldn’t — wait for two, five or 10 years to be implemented.