McLean Expands Framework to Match Morphing HR

Global Map

McLean & Company launched an expanded HR Management & Governance Framework to reflect the broader scope being undertaken by HR. 

The expanded framework offers a research-informed, holistic model of HR across nine functions and 39 areas that have been expanded to reflect current and future trends in the HR landscape.  

The new framework “enables the ability to gather data on all areas to create a practical roadmap for elevating HR functions in the current and ever-evolving climate,” said Amanda Chaitnarine, McLean’s director of Advisory Services.  

The update reflects the modernization of HR and considers external factors such as the impacts of globalization, recession an increased focus on employee rights and wellbeing, and a greater demand for diversity, equity and inclusion. The framework is meant to simplify the complexity of HR and act as a guide performance improvement and strategic decision-making.

Mapping the Widening Landscape

The update addresses:

  • Organizational Effectiveness including people strategy, change management, organizational design and M&A management.
  • Learning & Development, covering L&D strategy and operations, onboarding, instructional design and delivery, leadership development and compliance training.
  • Employee Experience & Inclusion highlights culture, employee engagement strategy, DEI, and health and wellbeing.
  • Talent Management, including talent management strategic planning, workforce planning, succession planning, internal mobility and performance management.
  • Talent Acquisition, examining strategic planning, employer brand, recruiting coordination, candidate sourcing and candidate selection.
  • Total Rewards, again including strategic planning, total compensation, recognition programs, benefits and retirement services.
  • HR Technology & Analytics, including strategic planning, operations, and metrics, analytics and reporting.
  • Core Services such as policies, employee relations, labor relations and attendance management.
  • Auxiliary Services including payroll, relocation management and employee communications.

Expanding the framework was meant to “provide an engaging visual model that would act as a practical guide to support the mapping of each HR function’s activities, identify any gaps and prioritize initiatives according to strategic value,” said Karen Mann, vice president of HR Research, Learning, Advisory Services. “Each element within the framework is backed by comprehensive research and tools to help HR professionals improve core processes.”

Image: iStock

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