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.
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.
Organizational Design Guide
Implement Organizational Design
Redesign the HR Structure
Redesign the Structure of HR Functions
Design and Prepare for HR Shared Services
Determine the Right HR Outsourcing Solution
Reconceptualize Job Descriptions
Optimize Span of Control
