How to make a Human Resources plan for our organization
The Human Resources Plan is part of every HR activity and every HR department. Such plans are made even in project management practices.
The material describes all the necessary steps, processes, and rules for creating a Human Resources management plan.
Before continuing please get familiar with the following concepts:
- Human Capital and Human Resources
- What is the difference between a Human Resources Manager and a Human Resources Specialist
Analysis of the organizational situation.
Finding a match between the HR practices and the strategic goals of the organization should be the guiding principle here. There are good examples of alignment between organizational goals (set by top management) and HR department leadership practices.
Experience in building, completing, and following the templates set in HR is necessary to use a strategic template, the benefit is undoubted (in order to specify the goals of the organization).
Determining the current human resources situation. HRIS allows analyzing the number of current employees, to take into account their skills, professional performance, their potential. It should be determined which vacancy should be filled/disclosed, whether sufficient internal candidates are available or external sources/strategies for recruiting, etc. should be used. HRIS is also supporting the next year’s Professional Development Plan.
Estimated job search as part of the Human Resources plan
Predictive demand refers to the estimation of the number of future employees (taking into account their possible number and professional qualities), considering the strategic goals of the organization for a given period. This process is labor-intensive, containing quantitative and qualitative information. Having them available can work towards increasing efficiency, productivity, identifying future needs, and more. (Such a “search” makes it possible to trace the professional performance of an individual employee, but also of an entire department, for example.) A SWOT template could also be found here to assess the relevance of the findings to the organization’s HR plan.
Assessment of the identified omissions.
If the organization has the right number of employees with potential but no specific skills, then the necessary training and/or (part of) those employees should be redeployed to other departments. There are templates developed for this case that reveal how well a given employee has developed the required skills within half / the entire training. Thus, objective feedback is available. When hiring other staff members, it is advisable to use the so-called transitional template, which allows easy access to reliable information. Reference: Candidates management, Onboarding, and Offboarding
Specifying the Human Resources Plan
Essentially, such a plan is based on deficits and surpluses in the organization. We need to consider whether we should start recruiting, recruiting, recruiting, etc. The main priorities and critical issues of planning should be included here. An action plan template can be used. It contains columns for the main purposes, but we can add anything that would be useful to our organization. The objectives are linked to the achievement of certain steps, so that we have a clear vision of the progress made; start and end dates for each activity can be set, notes can be made, etc.
Probably the most difficult step, including because of the resistance encountered by the employees themselves. We can develop a recruitment plan. Finding and finding the right employees is part of the “steps” towards making the organization progress. Such a plan contains columns regarding the sources for selection, what will be achieved with the set targets for hiring, budget, and more. Even if we do not have the appropriate software, we can use the information from the cover letters, CVs, resumes, etc. submitted by the candidates, as well as questions/answers during a telephone interview, for example. There is also a plan regarding new hires. It is essentially individual and reveals the professional qualities and development of an employee over a one-year period, for example.
Essentially, such a plan is based on deficits and surpluses in the organization. We need to consider whether we should start recruiting, recruiting, recruiting, etc. The main priorities and critical issues of planning should be included here. An action plan template can be used. It contains columns for the main purposes, but we can add anything that would be useful to our organization. The goals are tied to the achievement of certain steps so that we have a clear vision of the progress made. You can set start and end dates for each activity, keep notes, and more.
Monitoring, control, and feedback
Monitoring helps to identify issues that need to be addressed quickly / professionally. The HR plan should describe the changing circumstances in order to assist the organization in achieving its strategic goals.
The HR plan should cover the following needs
- Be consistent with the goals of the 12-month organization, follow the principles of organizational culture.
- Indicate who, when, how should support the process.
- Be based on appropriate training and training, with the necessary budget and resources.
- Generate working ideas, keep staff spirit alive, be able to present a concept of retaining quality employees to attract new employees, assist in minimizing professional overheating, and more.
Difficulties in implementing the Human Resources plan
Like any plan, this one is based on forecasts.
Employees often resist because they assume that their work will increase, their responsibilities will increase, and not everyone will like change.
It is also informed by upcoming changes related to staff turnover, technological changes, changes in top management, and more.
It is rare, but still not feasible, to have a sufficiently reliable and detailed employee database.
Time and financial factors must be taken into account. The HR plan is a long, laborious, expensive process. It is no secret that many organizations either do not resort to its creation or have already established it, although they do not realize the need.