share_log

Developing Leaders Is a Top Priority for HR in 2025, Plays Critical Role in Influencing Financial Results and Driving Employee Engagement: Research Insights From McLean & Company

Developing Leaders Is a Top Priority for HR in 2025, Plays Critical Role in Influencing Financial Results and Driving Employee Engagement: Research Insights From McLean & Company

培養領導者是人力資源在2025年的首要任務,對影響財務結果和推動員工參與發揮關鍵作用:來自麥克林公司的研究見解
PR Newswire ·  01/16 17:01

In a newly updated resource, global HR research and advisory firm McLean & Company spotlights that leaders at all levels are key drivers of organizational success. As developing leaders is the leading priority for HR in 2025, the firm's updated resource includes a four-step process to build impactful leadership development programs.

在一份最新更新的資源中,全球人力資源研究及諮詢公司McLean & Company強調,各級領導者是組織成功的關鍵驅動力。由於培養領導者是2025年人力資源的首要任務,該公司的更新資源包括一個構建有影響力的領導力發展項目的四步驟過程。

TORONTO, Jan. 16, 2025 /PRNewswire/ - A tightening labor market impacted by changing workforce demographics is putting pressure on organizations to develop leaders internally to achieve organizational success. According to findings from McLean & Company's HR Trends Report 2025, HR's number one priority for 2025 is developing leaders. The firm explains in a newly updated resource, Build Impactful Leadership Development Programs, that challenges in measuring the effectiveness of learning and development can lead organizations to invest budget into leadership development programs that are too general or do not sufficiently apply to their unique circumstances. This misalignment can make it difficult for leaders to apply learnings and improve performance. McLean & Company's resource offers guidance in leadership development and has been updated for HR leaders seeking to create a leadership development program rooted in organizational goals.

多倫多,2025年1月16日 /美通社/ - 受勞動力人口結構變化影響,勞動力市場趨緊,這對組織施加了壓力,要求它們在內部培養領導者以實現組織成功。根據McLean & Company的2025年人力資源趨勢報告的發現,人力資源2025年的首要任務是培養領導者。該公司在一份最新更新的資源《構建有影響力的領導力發展項目》中解釋,衡量學習和發展效果的挑戰可能導致組織在領導力發展項目上投資預算過於泛泛,或未能充分適應其獨特情況。這種不匹配可能使領導者難以應用所學知識並提高績效。McLean & Company的資源提供了關於領導力發展的指導,併爲希望創建以組織目標爲基礎的領導力發展項目的人力資源領導者更新了信息。

In the newly updated resource, McLean & Company recommends a blended learning design approach for leadership development. This places the greatest emphasis on learning by doing, which is then supported by feedback from mentoring, training, and self-reflection. (CNW Group/McLean & Company)
在新更新的資源中,McLean & Company建議採用混合學習設計方法進行領導力發展。這種方法最強調通過實踐學習,然後通過指導、培訓和自我反思的反饋進行支持。 (CNW Group/McLean & Company)

"It's time to abandon the idea that one-size-fits-all leadership development programs will meet organizational needs," says Claire Sears, manager of Learning Solutions at McLean & Company. "Rather, targeted programs that are aligned with organizational goals make learning contextual and drive business impact. By tying to business goals and KPIs from the start, it serves the double purpose of ensuring the program is relevant and enables ROI measurement, if needed."

「是時候放棄一刀切的領導力發展項目能夠滿足組織需求的想法,」McLean & Company學習解決方案經理Claire Sears說。「相反,與組織目標對齊的專項項目使學習具有情境性,並推動業務影響。通過從一開始就與業務目標和關鍵績效指標掛鉤,它同時確保該項目的相關性,並在需要時支持回報率的測量。」

The firm's research includes McLean & Company's four-step process for HR and organizations to build effective, targeted leadership development programs. The process is outlined below:

該公司的研究包括McLean & Company的四步過程,用於人力資源和組織建立有效的、具有針對性的領導力發展項目。該過程如下所述:

  1. Create a plan for leadership development. In step one, activities include establishing a project team, reviewing existing leadership competencies to ensure alignment, and identifying organizational risks to leadership development efforts.
  2. Identify program needs. Step two consists of developing learning objectives for the program based on organizational goals and identifying gaps in current leadership development activities based on learning objectives.
  3. Build the program. The activities in step three include determining learning activities, mapping out the leadership development program, defining how to measure and track the program's effectiveness, and determining how the program will be maintained in the future.
  4. Implement and evaluate. In the fourth and final step, outcomes include determining guidelines for who will participate in the program, choosing an appropriate rollout strategy and key messages for communication, evaluating the program, and identifying areas to iterate.
  1. 制定領導力發展計劃。在第一步中,活動包括建立項目團隊,審查現有的領導力能力以確保一致性,以及識別領導力發展工作的組織風險。
  2. 識別項目需求。第二步包括根據組織目標制定項目的學習目標,並識別當前領導力發展活動中基於學習目標的差距。
  3. 建立項目。第三步的活動包括確定學習活動,繪製領導力發展項目的藍圖,定義如何衡量和跟蹤項目的有效性,以及確定如何在未來維護該項目。
  4. 實施和評估。在第四步和最後一步中,結果包括確定參加該項目的指南,選擇適當的推出策略和通信的主要信息,評估項目,並識別需要迭代的領域。

McLean & Company advises that it is important to involve senior leaders as change champions in the program development process, noting that communications from senior leaders are particularly impactful when supported by an empowered HR organization. Additionally, the firm reminds HR and organizational leaders to continuously adjust leadership development programs to ensure they are delivering impactful value aligned with organizational goals.

McLean & Company建議在項目開發過程中,重要的是要將高級領導者作爲變革倡導者進行參與,並指出來自高級領導者的溝通在獲得有能力的人力資源組織的支持時特別有效。另外,該公司提醒人力資源和組織領導者持續調整領導力發展項目,以確保它們提供與組織目標一致的影響價值。

To access the full Build Impactful Leadership Development Programs resource, please contact [email protected].

要訪問完整的建立有影響力的領導力發展項目資源,請聯繫 [email protected]。

To learn more about an accessible way to accelerate a learning and development project through McLean & Company's Build Impactful Leadership Development Programs workshop, please visit the workshop page.

要了解更多關於通過McLean & Company's建立有影響力的領導力發展項目研討會來加速學習和發展項目的可訪問方法,請訪問研討會頁面。

To register for McLean & Company's free upcoming webinar inspired by the firm's HR Trends Report 2025, please visit the registration page for January 16 at 1:00 PM ET or the registration page for January 23 at 1:00 PM ET.

要註冊McLean & Company即將舉行的免費網絡研討會,該研討會受公司《人力資源趨勢報告2025》的啓發,請訪問1月16日下午1:00 ET的註冊頁面或1月23日下午1:00 ET的註冊頁面。

Media interested in connecting with McLean & Company analysts for exclusive, research-backed insights and commentary on HR priorities and trends in 2025, HR's critical role in digital transformation, the future of work, and more can contact Senior Communications Manager Kelsey King at [email protected].

有意與McLean & Company分析師聯繫以獲取有關2025年人力資源優先事項和趨勢、HR在數字化轉型中的關鍵角色、未來工作的見解和評論的媒體,可以聯繫高級通信經理Kelsey King,郵箱:[email protected]。

About McLean & Company

關於McLean & Company

McLean & Company pairs evidence-based research and immediately applicable tools with deep HR expertise to position organizations to meet today's needs and prepare for the future. The global HR research and advisory firm's member organizations enjoy comprehensive resources, full-service diagnostics, workshops, action plans, and advisory services for all levels of HR professionals, from executive leadership to HR leaders to HR team members, that help shape workplaces where everyone thrives.

McLean & Company將基於證據的研究和可立即應用的工具與深厚的HR專業知識結合起來,使組織能滿足當今的需求併爲未來做好準備。這家全球HR研究和顧問公司的會員組織享有全面的資源、全面的診斷、研討會、行動計劃和顧問服務,涵蓋了從高管領導到HR領導再到HR團隊成員的所有HR專業人士,幫助塑造人人都能成功的工作場所。

McLean & Company is a division of Info-Tech Research Group.

McLean & Company是信息技術研究集團的一個部門。

Media professionals can register for unrestricted access to research across IT, HR, and software and hundreds of industry analysts through the firm's Media Insiders program. To gain access, contact [email protected].

媒體專業人士可以通過公司的媒體內幕者計劃註冊以獲取對IT、HR和軟體及數百名行業分析師的無限制訪問。要獲得訪問權限,請聯繫 [email protected]。

SOURCE McLean & Company

來源:McLean & Company

WANT YOUR COMPANY'S NEWS FEATURED ON PRNEWSWIRE.COM?

想讓貴公司的資訊在PRNEWSWIRE.COM上特色展示嗎?

440k+
440k+

Newsrooms &
新聞編輯室和

Influencers
意見領袖
9k+
9k+

Digital Media
數字媒體

Outlets
Outlets
270k+
270k+

Journalists
記者

Opted In
已選擇加入
GET STARTED
開始

譯文內容由第三人軟體翻譯。


以上內容僅用作資訊或教育之目的,不構成與富途相關的任何投資建議。富途竭力但無法保證上述全部內容的真實性、準確性和原創性。
評論 評論 · 瀏覽 346

熱點推薦

搶先評論

聲明

本頁的譯文內容由軟件翻譯。富途將竭力但卻不能保證翻譯內容之準確和可靠,亦不會承擔因任何不準確或遺漏而引起的任何損失或損害。