Systematically Develop Your HR Department
Create a simplified process that addresses both department-wide and individual employee development needs.
View Storyboard
Contributors
- Heidi Allen, HR and Transformation Leader
- Trent Burner SHRM-SCP, Founder of Global People Solutions, LLC and Former VP of HR at Walmart Stores, Inc.
- Anjana Dhaliwal, HR Systems Manager − HR Transformation, Ontario Lottery and Gaming Corporation (OLG)
- Eric Lacroix, Director, Total Rewards and Performance, Business Development Bank of Canada
- Carol Ann Malinowski, Vice President of People Operations, Analytics and Rewards, Vitals
- Michael Messier, Executive Vice President and Chief Human Resources Officer, Excelitas Technologies
- Megan O'Brien, HR Business Partner, Vale Canada Limited
- Joanne Renaud, Manager − HR Business Partners, Bruce Power
- Robin Schooling, Vice President of Human Resources, Hollywood Casino Baton Rouge
- Dr. Cecile Schultz, Senior Lecturer and Academic Section Head, Tswhane University of Technology
- Andrew Spence, HR Transformation Director, Glass Bead Consulting
- May Tran CHRL, SPHRi, HR Transformation Lead, Walmart Canada
- Sandra Wallace, Human Resources Officer, City of Brandon
- Jennifer Wenzel, Senior Director, People Services - International Operations, Canadian Red Cross
- Sherri Wimes SHRM-SCP, CEC, Human Resource Consultant, Human Resource Innovations, LLC
- Anonymous, Senior Director, Leadership Development Services
- Anonymous, Senior Director, Research and Advisory Service
- It is often unclear what competencies an HR department should develop to achieve HR departmental priorities.
- It can be difficult to assess selected competencies quickly and at no to low cost since many third-party assessments are expensive or too expansive and in-house assessments can be difficult to create.
- Development plans for effectively developing an HR department in the selected competencies often don’t exist, are overly complicated, or do not accurately target the selected competencies.
Our Advice
Critical Insight
- Effectively develop your HR department by keeping it simple. Identify department-wide and individual employee competency gaps, then provide development opportunities using a variety of learning methods to increase the likelihood of adoption and success.
Impact and Result
- Use McLean & Company’s three-step process to identify the competencies key to delivering on the HR department’s priorities, assess the HR team against these competencies, and develop a plan to address competency gaps. Weigh time, budget, and the size of the competency gap when determining how to address each gap.
1. Identify required future HR competency
Identify key HR departmental priorities and define competencies for each role.
2. Assess current HR competency
Assess HR against selected competencies and evaluate the results to prioritize competency gaps.
3. Plan to address competency gaps
Tailor competencies and development opportunities to develop an action plan that will address HR competency gaps.
Guided Implementations
This guided implementation is a four call advisory process.
Guided Implementation #1 - Identify and assess HR competencies
Call #1 - Review the competencies selected for your HR department to achieve HR departmental priorities.
Call #2 - Review the rollout of the competency assessment, including communications.
Guided Implementation #2 - Create a development plan and integrate HR competencies into other HR programs
Call #1 - Discuss research recommendations for closing competency gaps and review department-wide development opportunities.
Call #2 - Review the HR programs that exist within your HR department and discuss integration needs.
HR Transformation
An active membership is required to access McLean AcademyNew to McLean Academy?
HR Transformation
You must be enrolled in this course to play this video
Course Information
- Title: HR Transformation
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Describe the importance of aligning the HR department with the organizational people strategy and explain the different pillars that can be leveraged to achieve this.
Learning Objectives
By the end of this course, learners will be able to:
- Select a high-level HR structure that compliments the organization's objectives and enables top HR priorities.
- Identify and improve HR processes that are used to deliver transactional services.
- Explain how technology is reshaping the HR function.
- Determine the critical competencies for the HR team and identify a strategy for improving them.
- Describe the important role change management plays in successful HR transformation and identify strategies that can be used in your organization.
1 to 1.5 CPD hours per course.
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4
Book Your Workshop
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: Systematically Develop Your HR Department
The Purpose
- Create a development plan.
Key Benefits Achieved
- Bridge the gap between business needs and HR competencies.
Activities
Outputs
Select and define strategic HR competencies.
- Strategic HR competencies selected
Define role-specific technical competencies.
- Role-specific technical competencies defined
Determine assessment methods.
- Assessment methods determined
Develop an action and communication plan.
- Action and communication plan developed
