1. 2017 HR Trends Report SAMPLE
Business professionals identify leading human capital practices for How will you adapt?
McLean & Company is a research and advisory firm providing practical solutions to human resources challenges via executable research, tools and advice that have a clear and measurable impact on your business. © McLean & Company. McLean & Company is a division of Info-Tech Research Group.
SAMPLE
Learn about becoming a member

2. EXECUTIVE SUMMARY Other Key Insights: SAMPLE
Use McLean & Company’s 2017 HR Trends Report to:
Identify new and exciting practices.
Review top priorities.
Identify areas of improvement and strength.
Changing Practices and Skills
HR departments are implementing new engagement measures and initiatives which are linked with better engagement across their organizations.
Many of the trends and practices that were identified involved HR expanding its capabilities (analytics, social media, and broader interaction with the business).
Upskilling HR employees in non-traditional areas was the trend most associated with better overall HR effectiveness.
Strategy Matters
HR strategy was the number one driver of overall HR effectiveness.
Strategic HR departments outperformed their peers on a wide range of measures.
Organizations were more likely to achieve their goals when HR was involved in the wider strategy planning and execution.
Despite considerable buzz, many facets of performance management remain unchanged for the majority of organizations.
Today, the L&D function has one of the largest HR spends. However, the most impactful L&D practices are actually very cost efficient.
HR continues to be challenged to deliver more with fewer resources, leading to a focus on automation.
HR and non-HR are the most misaligned on the effectiveness of Talent Acquisition. Organizations are looking for more from their Talent Acquisition departments.
SAMPLE

3. 2017 HR Trends Report Wednesday, January 18, 2017 1:00 pm ET
Free Webinar
2017 HR Trends Report
Wednesday, January 18, 2017
1:00 pm ET
Register Now
SAMPLE

4. Learning & Development (L&D)
This report follows McLean & Company’s HR framework
HR Strategy
A macro-level, future-focused approach that aligns and integrates HR programs with the needs of the organization.
Strategy
Organizational Design & HR Structure
Change Management
Metrics & Analytics
Culture
The collective values, beliefs, and behaviors demonstrated by leaders as well as employees in the organization.
Employee Engagement
Work Environment
Total Rewards
Talent Management
Integrated programs aimed at the systematic identification, assessment, and
performance management of talent to meet organizational needs.
Competencies
Workforce Planning
Performance Management
Talent Assessment
Succession Planning
Talent Acquisition
Programs aimed at identifying and attracting candidates, as well as selecting and deploying both internal and external candidates to fill workforce requirements.
Employer Brand
Sourcing
Candidate Assessment
Internal Mobility
Learning & Development (L&D)
A system of programs aimed at developing the skills and capabilities of employees at all levels of the organization in order to meet current and future organizational requirements.
Onboarding
Employee Development
Coaching & Mentoring
Leadership Development
HR Development
HR Infrastructure
Underlying technology, policies, and practices.
HR Operations
Technology
SAMPLE

5. Respondents by Seniority Respondents by Industry
Characteristics of 2017 survey respondents
Unless otherwise indicated, all data was collected from 808 business professionals as part of the McLean & Company 2017 Trends Survey.
Respondents by Size
Respondents by Seniority
Senior Leaders
Large
28%
Medium
52%
Small
20%
(50%)
Management
(32%)
Individual Contributor
(18%)
Respondents by Industry
Respondents by Role
Manufacturing
Finance/Insurance
Other Services
Health Care/
Social Assistance
Professional/Scientific/ Technology Services
N = 808
*Top 5 industries
SAMPLE

6. Being strategic matters
As in previous years, more than 50% of strategic HR departments were rated as highly effective. This year, the effectiveness of tactical HR departments has fallen significantly. The bar for effective HR organizations appears to be rising.
Strategic HR was 3.8x more likely to be rated as highly effective compared to tactical HR.
Organizations that had highly effective HR departments were more likely to achieve their organizational goals.
(N = 720)
2016
2017
N = 808
Calculation Explanation: Results are shown as the percentage of respondents who selected 8, 9, or 10 on a 10-point scale.
SAMPLE

7. MCLEAN & COMPANY HELPS HR PROFESSIONALS TO:
Now, more than ever,
HR leaders need to help their organizations maximize the value of their people.
McLean & Company offers the tools, diagnostics, and programs to drive measurable results.
– Jennifer Rozon,
Vice President,
McLean & Company “
Empower management to apply HR best practices
Develop effective talent acquisition & retention strategies
Build a high performance culture
Maintain a progressive set of
HR policies & procedures
Demonstrate the business impact of HR
Stay abreast of HR trends & technologies 
Sign up to have access to our extensive selection of practical solutions for your HR challenges
LEARN ABOUT BECOMING A MEMBER
Toll Free:
hr.mcleanco.com
SAMPLE