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Effectively Manage the HR Policy Portfolio

Take protective action to build a robust HR policy portfolio and free up HR’s time.

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  • Hannah Barkley, Human Resources Manager, Ross Video
  • Mark Steurer, HR Director, Home Sales Company, Inc.
  • Martha McIver, VP Canada Human Resources, CBRE Canada
  • Sherry Adams, Executive Director of HR, City of Brampton
  • Tammy Osborne, Human Resources Generalist, Safran Electronics Canada

Your Challenge

  • Organizations face difficulties in establishing policy priorities, struggle with drafting clear policy documents, and lack the proper communication and enforcement policies.
  • Misalignment with organizational culture has the highest negative impact on policy effectiveness. In writing and revising policies, organizations must ensure that the existing policies align with the culture.

Our Advice

Critical Insight

  • Well-managed HR policies ensure things run smoothly and consistently by guiding employees and managers.
  • Once effective policies are in place and communicated appropriately, they should reduce employee confusion and uncertainty, which frees up the time that HR would have spent answering questions and dealing with inappropriate behavior.

Impact and Result

  • Use McLean & Company’s HR Needs and Priority Assessment Tool to establish your HR policy priorities.
  • Draft robust policies using a standard policy framework and following appropriate language guidelines.
  • Involve managers and employees in revising policy drafts.
  • Ensure all policy documents are communicated properly and stored in an accessible location that is available at any time.
  • Include a progressive discipline policy to enforce policies. Make managers responsible for enforcement to ensure fairness and consistency.

Research & Tools

2. Write and revise effective HR policies

Establish a standard framework for policy writing and the revision process.

3. Communicate and enforce HR policies

Ensure employee compliance using a policy management tool like myPolicies.

Guided Implementations

This guided implementation is a six call advisory process.

Guided Implementation #1 - Establish your HR policy priorities

Call #1 - Discuss HR policy risks.
Call #2 - Identify HR policy gaps and prioritize policy drafts and reviews.

Guided Implementation #2 - Write and revise effective HR policies

Call #1 - Discuss HR policy building blocks.
Call #2 - Review policy drafts and revisions.

Guided Implementation #3 - Communicate and enforce HR policies

Call #1 - Identify HR policy communication and continuous maintenance strategy.
Call #2 - Determine policy enforcement and progressive discipline policy.

Onsite Workshop

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Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Establish HR policy priorities and write and/or revise effective HR policies

The Purpose

  • Make the case for a revised HR policy portfolio.
  • Prioritize and develop HR policies.

Key Benefits Achieved

  • Use McLean & Company’s policy management process to ensure policies are kept up to date.




Assess your HR policy risks.

  • HR policy needs assessment

Determine your HR policy priorities.

  • Priority policies identified

Draft and review priority HR policies.

  • Draft and/or reviewed policies

Implement an appropriate policy revision process.

Module 2: Communicate and plan for continuous maintenance of HR policies

The Purpose

  • Launch, enforce, and maintain the revised policy portfolio.

Key Benefits Achieved

  • Introduce the HR policy portfolio to the organization.




Create an HR policy communication strategy.

  • HR policy communication plan

Develop the appropriate HR policy enforcement mechanisms.

  • HR policy enforcement and discipline process

Plan for the continuous maintenance and updates to your HR policies.

  • Plan for the continuous maintenance of HR policies