Membership | McLean & Company

Managing HR well is
no walk in the park

After talking to 2000 business leaders only 27% of stakeholders are supporters of their HR Departments

Harness the Insight and Experience Trusted by
over 30,000 Professionals

Set Goals for Your Team and Align to Business Needs

Rally your team behind a big-picture goal that is more than a deadline, increasing stakeholder satisfaction.

Understand Needs and Allocate Resources More Effectively

Stakeholders have complex needs. Understand their priorities and the reason for satisfaction or dissatisfaction with core services.

Objectively Measure HR Performance and Prove Your Merit

Confidently report year-over-year improvements to key stakeholders. Use this data to make the case for HR strategy and investment.

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I am a firm believer in the product you offer and it has been very helpful to me individually and a great resource to our company as we transform how we operate.

-Director, Corporate HR, Fortune 1000 Firm, Manufacturing

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Each of the squares within this table contains research designed to help you improve processes.

Use our Management & Governance Diagnostic to help you identify which areas of the table to focus on.

Assign ownership to each area and measure year-over-year progress.

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Select a Roadmap

Step 1

Build an Integrated People Strategy

An integrated people strategy not only supports but drives organizational goals, maximizing the human capital contribution to the bottom line.

Step 2

Effectively Manage Stakeholders

Stop guessing about stakeholders’ needs and priorities; invite regular feedback to increase trust and strategic collaboration across the organization.

Step 3

Optimize the HR Department

Enhance your HR departmental structure, process, technology, and capability to successfully execute high-value strategic initiatives.

Step 4

Build HR Capabilities

Ensure competencies and capacity are ready in time to meet strategic goals and understand what matters when redesigning HR.

Step 5

Promote a Consistent Culture

Don’t let a confusing culture leave your employees in disarray.

Step 6

Design an Employee Value Proposition

Develop an accurate, aligned, and aspirational EVP to reinforce your talent management strategy and differentiate yourself from key competitors.

Step 7

Manage Conflict in the C-Suite

Ensuring that your C-suite has a healthy team dynamic will translate into success for all levels of the organization.

Step 8

Develop as an effective CHRO

CHROs are often the “shoemaker’s children” when it comes to development; they must make the time to invest in developing themselves.

Step 9

Leverage Analytics

Generate insight from HR data through a combination of HR analytics and persuasive storytelling.

Step 1

Develop a Strategic Workforce Plan

Don’t get caught by surprise! Meet future talent requirements by taking action now.

Step 2

Build a Competency Framework

Leverage the single most important tool for driving key HR functions.

Step 3

Improve the PA Process

Bring performance management out of the dark ages to improve employee performance and engagement, and reduce organizational costs.

Step 4

Assess Talent

Take the 9-box from a yearly tick-box exercise to a dynamic assessment that reveals hidden talent and boosts performance from every employee.

Step 5

Improve Internal Talent Mobility

Prepare for hiring from within to effectively meet the needs of both the organization and your workforce.

Step 6

Create a Succession Plan

Use talent pools and agile elements in succession planning to keep your organization responsive in today’s dynamic world of work.

Step 7

Retain Key Talent

Take preventative measures to ensure your talent doesn't walk out the door.

Step 8

Develop an Inclusive Organization

An inclusive culture is the key to unlocking the benefits of diversity.

Step 9

Leverage Analytics

Reap the rewards of HR metrics through a combination of HR analytics and persuasive storytelling.

Step 1

Develop a Strategic Workforce Plan

Don’t get caught by surprise! Meet future talent requirements by taking action now.

Step 2

Create a Talent Acquisition Strategy

Drive organizational success by using evidence-based insights to hire the right talent.

Step 3

Design an Employee Value Proposition

Develop an accurate, aligned, and aspirational EVP to reinforce your talent management strategy and differentiate yourself from key competitors.

Step 4

Improve Internal Talent Mobility

Prepare for hiring from within to effectively meet the needs of both the organization and your workforce.

Step 5

Source Qualified Candidates

How to find top talent has changed, but it’s still about quality of hire.

Step 6

Assess Candidates

Train hiring managers to use structured competency-based interviews to reduce the incidence of bad hires.

Step 7

Improve the Candidate Experience

You never get a second chance to make a first impression.

Step 8

Develop a Social Media Ambassador Program

Harness the power of your employee voice on social media to reflect your most authentic organizational culture, build a strong employer brand, and attract top candidates.

Step 9

Assess Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) isn’t for everyone. Mitigate the risks through a rigorous assessment and structured processes.

Step 1

Craft a Compensation Philosophy

Lay the groundwork for compensation that is competitive, cost effective, and aligned with the Employee Value Proposition.

Step 2

Develop Effective Job Descriptions

Improve hiring effectiveness, bolster performance management, and ease compensation planning with robust job descriptions.

Step 3

Create an Internal Job Worth Hierarchy

Select a best-fit job evaluation method to effectively assess the relative worth of roles in the organization.

Step 4

Design a Base Pay Structure

Build a base pay structure that is defensible, competitive, flexible, and practical.

Step 5

Optimize Pay for Performance

Modify pay for performance to better align with changes in performance management for a more effective approach.

Step 6

Sustain Competitive Compensation

Optimize your salary structure by ensuring market positioning is competitive, internal equity issues are justifiable, and controls are effective.

Step 7

Communicate Compensation

Prepare managers to effectively navigate pay discussions.

Step 8

Recognize Employees

Establish informal recognition to create a high-return culture of recognition.

Step 9

Implement Flexible Work Arrangements

Don’t limit rewards to cold hard cash – use flex location, flex time, and flex time off to appeal to employees and candidates looking for better work/life balance.

Step 1

Develop an L&D Strategy

Ensure your Learning & Development activities are providing value by delivering on organizational goals.

Step 2

Build a Learning Culture

Actively develop a dynamic learning mindset across the organization to promote innovation, resilience, and development.

Step 3

Optimize Leadership Development

Leadership development is expensive and its value is elusive – make sure you’re getting the most out of it.

Step 4

Develop a 360 Degree Feedback Program

Leverage multi-rater feedback to optimize employee development.

Step 5

Implement a High Potential Program

Potential exists at all levels of your organization – use a transparent process to develop it.

Step 6

Enhance the Mentoring Program

Align your mentoring program with your organizational culture and goals for a best-fit program.

Step 7

Implement Employee Development Planning

Engage employees to own and plan their development.

Step 8

Onboard Effectively

Craft a robust program that acclimates, guides, and develops new hires to drive engagement and retention.

Step 9

Leverage Our Training Resources

Ongoing training is crucial in advancing the professional development goals of your managers.

Step 1

HR Stakeholder Management

Understand your stakeholders’ HR needs and perceptions of HR, as a crucial first step in developing HR strategies that impact the organization.

Step 2

HR Management & Governance

Improve your HR project success and HR functions to provide superior business value.

Step 3

Employee Engagement

Identify opportunities for your organization to improve engagement and get the most out of your valuable workforce.

Sample Blueprint: Transform the 9-Box Talent Assessment

Identify talent needs and priorities

Identify emerging organizational talent needs and outline an organizational talent philosophy.

Customize and enhance the 9-box

Customize the 9-box grid and choose additional assessment tools such as self-assessments.

9-Box Talent Grid Assessment Tool

Assess talent, calibrate, and continue talent conversations

Communicate changes in the process to managers and train them to assess employees while conducting the talent calibration meeting.

Develop talent using assessment results

Determine effective development activities for every talent level and facilitate employee–manager discussion dialogues to create individual development plans.

Individual Development Plan Template

Integrate and measure assessment

Determine effective development activities for every talent level and facilitate employee–manager discussion dialogues to create individual development plans.

Featured Research

Data Literacy for HR Professionals

Build data literacy within the HR function

HR Strategy

Organizational Design & HR Structure

Strategy

Change Management

Metrics & Analytics

Featured Research

Design the Employee Experience

Find the sweet spot where employee needs and organizational strategy meet.

Culture

Employee Engagement

Work Environment

Featured Research

Design a High-Value Succession Planning Program

Succession planning is complex. Take a systematic approach to address all of the moving parts.

Talent Management

Competencies

Workforce Planning

Performance Management

Talent Assessment

Succession Planning

Featured Research

Increase the Efficiency of the Talent Acquisition Process

Efficiency is the foundation of an effective talent acquisition process that meets the needs of stakeholders.

Talent Acquisition

Candidate Assessment

Employer Brand

Internal Mobility

Sourcing

Featured Research

Develop a Balanced Flexible Work Program

Balance the organization’s needs with employees’ needs to attract and retain the right talent.

Total Rewards

Compensation Structure

Compensation Delivery

Essentials

Non-monetary Rewards

Featured Research

Train Managers to Craft Their Leadership Brand

Build a leadership brand to differentiate capabilities and elevate professional influence.

Learning & Development

Employee Development

Coaching & Mentoring

Leadership Development

HR Development

Featured Research

Craft an Internal Communications Strategy

Choose communications empowerment over ownership to enable organizational strategy.

Step 6

Leverage Executive Advisory Throughout the Year

On-call industry experts to help you and your team finish your projects on time with more success. Guided implementations are uniquely valuable experiences included with your advisory membership. An analyst from the team who wrote the research spends time with you over the phone, at key project milestones, to advise, coach, and offer insight. The service is available across our entire range of projects and core processes.

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Human Resources' One-Stop Shop

Practical HR Research that Drives Measurable Results

See What Our Members Say

Membership Features

Diagnostics

Collect data from you and your stakeholders that helps you make critical decisions.

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Management &
Governance
Framework

45 comprehensive, connected methodologies for improving core HR processes.

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Our Research

The cornerstone of our products and services. We write research you use, not read, in the form of project-based blueprints.

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Elevate HR

(Leadership Enhancement Acceleration Program)
Support your top performers with engaging programs and experiences for future HR leaders.

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Manager Training

Training modules designed to facilitate management training and leadership development.

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Library of Tools
& Templates

Powerful tools and ready-made templates to help your team identify what’s wrong and take action.

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Policy
Management
Software

Support every stage of the policy management lifecycle with centralized policy software.

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Onsite
Workshops

Innovative workshops to develop HR strategy, accelerate HR projects, or improve core processes.

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Learn about Member Benefits and Options

Request a Demo

Systematically Improve Your HR Department

Managing HR well is no walk in the park

Harness the Insight and Experience Trusted by over 30,000 Professionals

Step 1

Establish HR Performance Measurement

Step 2

Build an Evidence-Based Strategy

Step 3

Manage Core HR Processes

Step 4

Use Key Initiative Plans for Each Executive Role

Build an Integrated People Strategy

Effectively Manage Stakeholders

Optimize the HR Department

Build HR Capabilities

Promote a Consistent Culture

Design an Employee Value Proposition

Manage Conflict in the C-Suite

Develop as an effective CHRO

Leverage Analytics

Develop a Strategic Workforce Plan

Build a Competency Framework

Improve the PA Process

Assess Talent

Improve Internal Talent Mobility

Create a Succession Plan

Retain Key Talent

Develop an Inclusive Organization

Leverage Analytics

Develop a Strategic Workforce Plan

Create a Talent Acquisition Strategy

Design an Employee Value Proposition

Improve Internal Talent Mobility

Source Qualified Candidates

Assess Candidates

Improve the Candidate Experience

Develop a Social Media Ambassador Program

Assess Recruitment Process Outsourcing

Craft a Compensation Philosophy

Develop Effective Job Descriptions

Create an Internal Job Worth Hierarchy

Design a Base Pay Structure

Optimize Pay for Performance

Sustain Competitive Compensation

Communicate Compensation

Recognize Employees

Implement Flexible Work Arrangements

Develop an L&D Strategy

Build a Learning Culture

Optimize Leadership Development

Develop a 360 Degree Feedback Program

Implement a High Potential Program

Enhance the Mentoring Program

Implement Employee Development Planning

Onboard Effectively

Leverage Our Training Resources

HR Stakeholder Management

HR Management & Governance

Employee Engagement

Step 5

Use Best Practice Tools for Key Projects

Identify talent needs and priorities

Customize and enhance the 9-box

Assess talent, calibrate, and continue talent conversations

Develop talent using assessment results

Integrate and measure assessment

Our Coverage

Data Literacy for HR Professionals

HR Strategy

Design the Employee Experience

Culture

Design a High-Value Succession Planning Program

Talent Management

Increase the Efficiency of the Talent Acquisition Process

Talent Acquisition

Develop a Balanced Flexible Work Program

Total Rewards

Train Managers to Craft Their Leadership Brand

Learning & Development

Craft an Internal Communications Strategy

Systematically
Improve Your HR
Department

Managing HR well is
no walk in the park

Harness the Insight and Experience Trusted by
over 30,000 Professionals