Elevate HR is a development program designed to nurture your HR team to become strategic HR leaders.
Maximize development investment in HR
HR skills are in high demand in today's business landscape, and developing them is one of the biggest challenges facing HR leaders.
Build a world-class professional network
Elevate HR allows your HR professionals to network in a learning environment, building experiential bonds that last a lifetime. They receive exposure to a variety of industries and learn from peers.
Develop and deploy critical competencies for strategic HR functions
The Elevate HR program empowers HR professionals to unravel the increasingly complex challenges organizations face. By combining a focus on the four competencies key to becoming a strategic HR department – relationship building, organizational awareness, data literacy and business acumen, and the behaviors required to be an effective leader – Elevate HR helps to create strategic HR leaders.
Program Design Principles
Elevate HR takes a different approach to learning by embracing an experiential style that focuses on peer-to-peer discovery and discussion focused on key topics. Program participants will learn the frameworks they need to determine how to perform in real-world situations, supported by in-person practice during sessions.
Peer-to-Peer Discovery
Elevate HR uses peer-to-peer discovery as a key learning method because it is highly engaging and has strong memory value. Peer learning is much more likely to be retained for later use than lecture-based learning alone.
Experiential Rather Than Lecture-Based Learning
Elevate HR embraces experiential learning because of its potential to drive business value. When learning is immediately applied into functionally specific and business-relevant contexts, new behaviors are dramatically more likely to become productive work habits.
Engrained, Sustained Learning
Learning doesn’t happen overnight, and what we do in the classroom is just the first step. Learning is sustained through onsite visits followed by learning reinforcements over several months to keep new behaviors top of mind for participants. This ensures you see the return on your investment.
This program has been approved for 35 continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resources Professionals Association (HRPA).
This program is valid for 35 PDCs for the SHRM-CP℠ or SHRM-SCP℠.
McLean & Company is a registered provider of recertification credits. HR Certification Institute® preapproved this program for 35 HR (General) credits toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, or sPHRi™ recertification.
Curriculum
Elevate HR spans 12 months, including two 2.5-day in-person sessions with peers, 360-degree assessments before and after the program to quantify improvements, live online discussions, and learning reinforcements.
1
Becoming a Strategic HR Leader
Increasing demands on HR from organizations, leaders, and people have created a burning platform for HR’s rapid development.
HR must develop both as strategic HR professionals and as integrated leaders to lead effectively in our increasingly VUCA environment and to unravel the knotty challenges that emerge as HR supports leaders in the organization.
2
Align Organizational & HR Priorities
To create an environment where HR maximizes its potential to drive business success, it is critical that HR professionals align their focuses with organizational objectives.
HR must focus on translating organizational strategy into HR objectives and must examine how to make decisions with a lens to organizational impact.
3
Develop Business Acumen & Critical Thinking Skills
HR is seen as a critical partner, but a lack of business acumen stifles its impact.
HR must develop business acumen and critical thinking skills to tackle the increasingly intricate challenges facing organizations.
4
Drive Decision Making With HR Data
In a world that is producing data at an exponential rate, substantial insight resides in the people data of organizations, yet HR is not tapping into this wealth of knowledge at its fingertips.
HR must incorporate HR data insight into decision making and focus on telling a story with data to drive action.
5
Partner With Internal & External Clients
In the new world of work, with its highly distributed workforce, interconnected and interdependent teams, and porous boundaries with external operating environments, leaders are increasingly asked to be partners with diverse stakeholders.
HR must build strong relationships with key internal and external stakeholders, recognize the need to prioritize, and be strategic in how these relationships are built and maintained.
6
Cultivate Collaboration & Innovation
Innovation and collaboration are key to organizational success in today’s environment.
HR must focus on creating innovative environments, adopting a design-thinking approach to creating powerful, positive employee experiences, and thoughtfully developing personal leadership brands.