MCLEAN & COMPANY – PRACTICAL TIPS FOR CREATING A PEOPLE STRATEGY

SUMMARY:

HR initiatives – HR outcomes -Strategic Pillars

Identify strategic direction of the organization – ie factors affecting the organization
Create a People strategy:

1. Evaluate organizations strategic direction:

 Talent segments – critical roles? That enable direction

 Competencies – individual competencies culminate in organizational ability

 Culture – values and behaviours -across organization to drive business

 Compliance – legal and regulatory factors

 Data – workforce information

 Core processes – ie recruitment

 Talent sources – physical location of talent – key windows into talent implications to deliver strategy

2. Prioritize talent implication:

 Group by Impact – how, and Breadth – how many organizational goals/outcomes are they linked to.

 Define strategic pillars for talent within the organization – recommend 4-7 pillars directly linked to goals of organization.
How will process be measured?

 Define HR outcome – describe ideal state – achievable and in scope of organization strategy

 Assess the difference between the current reality and desired state to identify initiatives

 Identify games but don’t lose sight of current state

3. Create a roadmap: for implementing strategy.

 Communicate – thorough communications

 More people hear about it, the more buy-in

4. Alignment is Key – and challenging part

 Clarity of strategic direction – how do HR initiatives align?

 Differentiate -employee competencies and what drives the organization

 Connect dots – then decide what culture is needed to culture mindset

 2

 Which talent segments are we going to add value to

Common gaps between HR and organization strategic plan

 Determining critical gaps – do we have roles needed

 Competencies and behaviours.

Both focus on leading organization to where they need to go.

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