Systematically Develop Your HR Department
Create a simplified HR training and development process that addresses both department-wide and individual employee development needs.
- It is often unclear what competencies an HR department should develop to achieve HR departmental priorities.
- It can be difficult to assess selected competencies quickly and at no to low cost since many third-party assessments are expensive or too expansive and in-house assessments can be difficult to create.
- Development plans for effectively developing an HR department in the selected competencies often don’t exist, are overly complicated, or do not accurately target the selected competencies.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
- Effectively develop your HR department by keeping it simple. Identify department-wide and individual competency gaps, then provide employee development opportunities using a variety of learning methods to increase the likelihood of adoption and success.
Impact and Result
- Use McLean & Company’s three-step process to identify the competencies key to delivering on the HR department’s priorities, assess the HR team against these competencies, and create a training and development plan to address competency gaps. Weigh time, budget, and the size of the competency gap when determining how to address each gap.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 2-phase advisory process. You'll receive 4 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Identify and assess HR competencies
- Call 1: Review the competencies selected for your HR department to achieve HR departmental priorities.
- Call 2: Review the rollout of the competency assessment, including communications.
Guided Implementation 2: Create a development plan and integrate HR competencies into other HR programs
- Call 1: Discuss research recommendations for closing competency gaps and review department-wide development opportunities.
- Call 2: Review the HR programs that exist within your HR department and discuss integration needs.
Contributors
- Heidi Allen, HR and Transformation Leader
- Trent Burner SHRM-SCP, Founder of Global People Solutions, LLC and Former VP of HR at Walmart Stores, Inc.
- Anjana Dhaliwal, HR Systems Manager − HR Transformation, Ontario Lottery and Gaming Corporation (OLG)
- Eric Lacroix, Director, Total Rewards and Performance, Business Development Bank of Canada
- Carol Ann Malinowski, Vice President of People Operations, Analytics and Rewards, Vitals
- Michael Messier, Executive Vice President and Chief Human Resources Officer, Excelitas Technologies
- Megan O'Brien, HR Business Partner, Vale Canada Limited
- Joanne Renaud, Manager − HR Business Partners, Bruce Power
- Robin Schooling, Vice President of Human Resources, Hollywood Casino Baton Rouge
- Dr. Cecile Schultz, Senior Lecturer and Academic Section Head, Tswhane University of Technology
- Andrew Spence, HR Transformation Director, Glass Bead Consulting
- May Tran CHRL, SPHRi, HR Transformation Lead, Walmart Canada
- Sandra Wallace, Human Resources Officer, City of Brandon
- Jennifer Wenzel, Senior Director, People Services - International Operations, Canadian Red Cross
- Sherri Wimes SHRM-SCP, CEC, Human Resource Consultant, Human Resource Innovations, LLC
- Anonymous, Senior Director, Leadership Development Services
- Anonymous, Senior Director, Research and Advisory Service
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