- Heidi Allen, HR and Transformation Leader
- Anonymous, Senior Director, Leadership Development Services
- Anonymous, Senior Director, Research and Advisory Services
- 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)
- 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
- Today, the requirements of HR are in a state of flux: responsibilities that were traditionally HR’s are being dispersed among managers, the rate of automation is increasing, and the HR:FTE ratio continues to decrease (McLean & Company, Trends Survey 2017, N=444). The role of HR is constantly evolving.
- However, HR teams rarely have time to focus on their own development. Today, only 6% of organizations are implementing programs to develop HR in non-traditional areas (McLean & Company, Trends Survey 2017, N=444).
- Keep it simple. All too often, HR’s own development falls to the wayside because of competing priorities and capacity constraints. Use a simple, straightforward process to assess and address gaps and increase the likelihood of adoption.
Impact and Result
- Use McLean & Company’s three-step process to identify the capabilities that are key to delivering on departmental priorities, assess the HR team against these capabilities, and develop a plan to address gaps.
- Be transparent. Involve the HR team as early as possible through clear, frequent communication.
- Weigh time and budget when determining how to address capability gaps: develop the current HR team, hire new talent, reduce less valuable responsibilities, or if appropriate, move current team members.
This guided implementation is a nine call advisory process.
Guided Implementation #1 - Identify future capabilities required to deliver on HR departmental priorities
Call #1 - Identify departmental priorities and evaluate capacity to deliver.
Call #2 - Discuss key communication mediums and messages.
Call #3 - Select strategic competencies and discuss how to define role segments and select competencies for each role.
Call #4 - Review selected competencies and proficiency levels.
Guided Implementation #2 - Assess current HR capabilities
Call #1 - Review assessment options and select which one you will use. Discuss how to customize the selected assessment tool.
Call #2 - Identify key communication touch points and create an assessment timeline.
Call #3 - Review assessment results and identify areas of strength and areas of improvement.
Guided Implementation #3 - Plan and address HR capabilities gaps
Call #1 - Review the HR Competency Development Guide and brainstorm potential development opportunities.
Call #2 - Discuss techniques to address capabilities gaps and develop an action plan to simplify the process.
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: Determine HR Department Priorities and Evaluate Capacity
- Understand the benefits of developing HR capabilities.
- Plan a communication strategy.
Key Benefits Achieved
- A deeper understanding of current situation and needs.
- Evaluation of HR capacity.
Determine HR departmental priorities.
Evaluate capacity to execute on priorities.
- HR departmental priorities and capacity to deliver
Create a communications plan.
- Initial communications plan
Module 2: Identify Strategic and Role-Specific Competencies
- Create HR competency requirements based on identified organizational priorities and HR feedback.
Key Benefits Achieved
- HR competencies and roles are outlined.
Select key strategic competencies.
Define role segments.
Select role-specific competencies.
Define proficiency levels.
- Refined strategic and role-specific competencies and proficiency levels
Module 3: Prepare to Assess the HR Department
- Customize assessments and determine an assessment timeline.
Key Benefits Achieved
- Assessment process is determined.
Determine which competency assessment tool to use.
- Appropriate competency assessment chosen
Customize the assessment.
Customize the HR Competency Development Guide.
- Customized development guide
Establish an assessment action timeline.
- Finalized details for assessment launch