Implement a Human Capital Growth Plan
Drive a well-managed resource planning process and help your company grow.
- During rapid growth, a lot of pressure is put on HR to bring talent in to support the organization, and HR leaders end up feeling stressed and under-resourced.
- HR leaders scramble to hire people quickly, but end up making missteps and oversights that affect the organization negatively.
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
- Align HR strategy to business strategy to ensure that short and long term goals are being met, and design the HR team to manage high growth.
- It is better to do some planning up front, even though you’re in panic mode, to ensure that smart decisions are made.
- This is a daunting project, but is also an excellent opportunity for HR to prove its strength as a strategic partner.
- Traditional hiring must be altered in order to accommodate the needs of high volume hiring. Time is of the essence!
Impact and Result
- Maximize your success and credibility by meeting your organization’s rapid growth resourcing needs.
Workshop: Implement a Human Capital Growth Plan
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 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: Build the foundation of a Human Capital Growth Plan
The Purpose
- Aligning HR strategy to business strategy.
- Designing HR team to reflect strategy and prepare for managing high growth.
- Collecting resourcing information from hiring managers.
Key Benefits Achieved
- HR strategy will now reflect and align with business needs, guiding all other actions accordingly.
- Team will be prepared to meet resourcing needs.
- Full scope of hiring needs identified and confirmed.
Activities
Outputs
Identify pain points.
Meet with executives to identify business strategy and long term resourcing needs.
- New/adjusted HR strategy is developed.
Assess current state of HR functions.
Re-design HR team.
- Re-design for HR team is created.
Capture department/division resourcing needs.
- Resource planning tool is filled out with resourcing needs.
Module 2: Design and implement a resourcing plan
The Purpose
- Identifying talent through both internal and external sourcing.
- Developing a recruiting/hiring strategy.
- Addressing cultural alignment.
- Setting targets/metrics to assess success.
Key Benefits Achieved
- Optimal sourcing is identified and planned.
- Recruiting strategy is put in place.
- Cultural issues are raised before they happen, allowing team to ensure they don’t arise.
- Goals measuring success are documented.
Activities
Outputs
Fill key roles with internal candidates, if possible.
- Internal sourcing is addressed.
Fill roles with other internal talent, if possible.
Select the best sourcing methods for available positions.
- Plan for external sourcing is created.
Develop recruiting strategy.
- Recruiting strategy is developed.
Develop onboarding plan.
- Onboarding plan is developed.
Set human capital growth goals and metrics.
- Metrics and goals are identified and documented.
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 1-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.
- Call 1: Build the HR strategy for the company growth plan
Our analysts will help you understand how to align business strategy and HR strategy in a way that prepares you to tackle rapid growth.
- Call 2: Refine the HR organizational structure
We will help you understand different options for structuring your HR team based on the needs set forth for the HR/business strategy.
- Call 3: Determine resourcing requirements
Our analysts will walk you through the resourcing requirements collection process and help you understand what you need to identify at this stage.
- Call 4: Internal sourcing
We will discuss with you methods for filling roles internally, and how to do this in a strategic way.
- Call 5: External sourcing
We will help you determine which sourcing option works best for you, and how to select an option based on the available positions you are hiring for.
- Call 6: Recruiting and hiring
We will walk you through best practices for recruiting and hiring during rapid growth, and help you to identify which methods work best for your needs.
- Call 7: Culture alignment
Our analysts will help you understand cultural issues that can arise during the growth stage and how to avoid them, as well as developing an onboarding program and integrating new hires.
- Call 8: Tracking, monitoring, and next steps
Our analysts will help you by going through the metrics on the scorecard and showing you how to collect these metrics using the Resource Planning Tool, as well as helping identify your next steps.
Contributors
- Eileen Beck, Director of Global Compensation and Benefits at Glatfelter Company.
- Eric Friedman, Founder and CEO of eSkill Corporation.
- Karen Nordby-Wadel, Senior Manager, Human Resources.
- Michael Meagher, President Cogniciti Inc. and Lecturer in High growth, Ivey School of Business.
- Nancy Davis, Director of Human Resources at International Financial Data Services.
- Scott Bohannon, President and Founder of nsight2day.
Reconceptualize Job Descriptions
Redesign Your HR Structure
Plan for HR Shared Services
Determine the Right HR Outsourcing Solution
Optimize Span of Control
