HRMD Plan Template

ORGANIZATION NAME

HUMAN RESOURCE MANAGEMENT AND

DEVELOPMENT PLAN

O R G A N I Z A T I O N H E A D I N G H E R E

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COMPANY X HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT PLAN

EXECUTIVE SUMMARY

s COMPANY X continue to pursue its objectives, the need to establish a more strategic HR Development Plan that responds to the organization’s need to achieve its business objectives amidst

increasingly difficult economy becomes apparent. HR Management and Development Programs are important in keeping the employees aligned with the goals of the organization. It helps attract the needed talents and keep them motivated in pursuing performance excellence. The main purpose of this plan is to equip managers with tools and devices that will help them make informed decision in hiring, training, career planning, promotion, performance management and other HR-related activities. In order for this to happen, there has to be close coordination between HR and Line management in order to make sure that whatever plan is made, it will help line managers lead their respective teams better. A Properly written HR strategy also takes into consideration, all the appropriate laws on employment so as not to have any problem concerning unfair labor practices. It is also necessary for the policy to contain detailed and implement-able procedures on key policies. It helps people understand these policies and motivate them to refer to it and abide by it.

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This proposed plan aims to help COMPANY X develop all the necessary strategies, policies and systems to help them achieve the aforementioned goals. This initiative shall contain the following: Recruitment and Selection Training and Development Career and Succession Performance Management Employee Compensation and Benefits Human Resource Information System

PROGRAM OBJECTIVE

Develop and implement a Strategic Human Resource Development Plan for COMPANY X

Equip Line Managers with HR Tools they can use to manage their teams

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TABLE OF CONTENTS

EXECUTIVE SUMMARY...............................2

PROGRAM oBJECTIVE.................................2

Table of Contents.........................................3

General Strategy..........................................5

HR philosophy, Principles and objectives....7

HR Subsystems and Strategies....................8

Recruitment and selection...........................8

Overview......................................................8

CURRENT SITUATION.................................8

Proposed Actions (see samples below).........8

Investment....................................................9

Training and development............................9

Overview......................................................9

CURRENT SITUATION (see sample situation) 9

PROPOSED ACTIONS..................................9

Investment....................................................9

Performance Management.........................10

Overview....................................................10

CURRENT SITUATION...............................10

PROPOSED ACTIONS................................10

Investment..................................................10

Employee compensation, welfare and benefits 11

Overview....................................................11


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Proposed Action.........................................11

Investment..................................................11

Career and Succession planning................11

Overview....................................................11


Proposed Action.........................................12

Investment..................................................12

Human resource information system.........12

Overview....................................................12


Proposed Action.........................................12

Investment..................................................12

Action Plan.................................................13

Deliverables................................................13

TIMELINE..................................................13

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HRIS

201 FileRecruitment &

SelectionProcess Owner

Recruitment & Selection

Process Owner

Performance Management

Process Owner

Performance Management

Process OwnerTraining and Development

Process Owner

Training and Development

Process Owner

Career and Succession

PlanningProcess Owner

Career and Succession

PlanningProcess Owner

Comp & Ben Management

Process Owner

Comp & Ben Management

Process Owner

GENERAL STRATEGY

1. Alignment of all HR Activities with Strategic Organizational direction

HR shall play a significant role in contributing to organizational success by participating in strategic planning activities. HR should be able to identify the needed adjustments in HR strategies to make them responsive to the needs of the organizations. These adjustments should reflect in how HR sets up its strategies for recruitment, training, performance management, career and succession planning, employee compensation and benefits design and HRIS implementations.

2. Review of HR Structure

Current HR Structure is designed for transactional activities. Now that HR is transforming to a more strategic role, there is a need to review and make necessary changes so that it can cope with its new role. We need to clarify if HR functions like recruitment; training, competency assessment, etc. should be centralized or decentralized.

3. Partnership and collaboration between HR and Line Management

We recognize that any HR initiative is only valuable if line management finds it useful. HR shall work towards this end by partnering with line management from the identification of needed HR tools to their implementation. HR shall follow an iterative process in developing these tools. Line managers will play the important role of giving their inputs and participating in training to ensure that they have complete appreciation and understanding of the use of these tools.

4. Creation of COMPANY X’s HR Philosophy and Principles

The Organization’s HR Philosophy and Principles or the organization’s statement of its beliefs or attitude towards its human resources. They guide the managers in the creation of necessary policies and in their HR-related decision making.

5. Implementation of an Integrated HR System

A holistic HR System demonstrates the links between and among subsystems namely; recruitment, performance management, training, career planning and compensation and benefits.

5.1. Recruitment Strategy

5.1.1. Uses competency models to find the right people for the job

5.1.2. Identifies competency gaps that maybe used as one of the focus for performance management and training

5.2. Performance Management

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5.2.1. Sets expectations on competencies that must be demonstrated to ensure delivery of expected results

5.2.2. Identifies competency gaps that maybe used for the development of training and development interventions

5.2.3. Used to assess readiness of staff to move to the next level in the organization

5.3. Career and Succession Planning

5.3.1. Uses the competency models needed to move incumbents up in the organization.

5.3.2. Describes the necessary training at each level thereby providing incumbents with a roadmap for traversing their way through the organization.

5.4. Training and Development

5.4.1. Offers the necessary competency development to succeed in current roles and in moving up in the organization.

5.4.2. Also provides the necessary assessment of readiness to move up to the next level.

5.5. Compensation and benefits

5.5.1. Rewards the demonstration of desired competencies5.5.2. Rewards good performance5.5.3. Attracts people with the right set of competencies.

5.6. Human Resource information System5.6.1. Provides managers with all relevant information to make

human resource management-related decisions.6. Change Management

6.1. In order to ensure effective implementation of the programs the following measures shall be employed

6.1.1. Iterative strategy – Consultant together with HRD shall consult with line managers or their representatives through out the change process to ensure usefulness of all HR management devices.

6.1.2. Development of Risk management plan to ensure that potential negative impacts of changes are identified and managed.

6.1.3. Development of Communication plan to ensure that there is back and forth communication between employees and the program proponents. This is essential to the success of any HR program. It also ensures that employees are not only aware of the new expectations but also equipped to contribute to the new program according to expectations.

6.1.4. Program proponents will use orientations, workshops and comprehensive training to ensure that managers do not only appreciate the new programs, they actually know how to use them.

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6.1.5. Regular program evaluation to ensure continuous improvement of HR subsystems shall become component of all HR strategies, policies and procedures.

7. Restructuring and retooling of HR personnel in order for them to demonstrate the needed competencies for performing their role effectively.

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HR PHILOSOPHY, PRINCIPLES AND OBJECTIVES

Consistent with its Mission Statement, COMPANY X believes in creating, developing and sustaining a well-rounded, highly qualified and competent workforce for performance excellence and service delivery.

To achieve this, COMPANY X will be guided with the following Principles:

1. Help people realize their potential to achieve excellence in performance and service delivery

2. Uphold integrity and transparency in the organization and concern for the interests of its people

3. Initiate and respond to change

4. Practice fairness, meritocracy and physical, mental and spiritual fitness

5. Recognize and promote the aspirations of its people, especially the rank-and-file

6. Nurture and ensure respect for the individual

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HR SUBSYSTEMS AND STRATEGIES

Key Result Area Key Performance Indicator

Goal

RECRUITMENT AND

SELECTION

Timeliness of delivery 100% delivery of request on deadline

Job fit Improve success rate of new hires

OVERVIEW

Recruitment and Selection is an important organizational activity. Knowing the type of person to hire, finding them and hiring them are critical to the success of the organization.

Recruitment and Selection is driven by a manpower plan. Manpower planning is the process of analyzing the organization’s human resource needs under changing conditions and developing activities necessary to satisfy these needs. It is a dynamic management process of insuring that at all times the company or its units has in its employ the right number of people, with the right skills and assigned to the right jobs where they can contribute most effectively to the productivity and profitability of the company. Recruitment and selection is concerned with the efficient acquisition and maximum utilization of the company’s human resources in order for the company to attain its goals and objectives.

CURRENT SITUATION

1. Write your current situation here

PROPOSED ACTIONS (SEE SAMPLES BELOW)

1. Enhance Resume database1.1.Establish linkage with Universities and Colleges Placement

Office1.2.Develop “on-the-job” training design with schools1.3.Attend job fairs and on-campus recruitment1.4.Attend to University Career Orientation Programs1.5.Explore new technologies in candidates sourcing i.e., web and

social media1.6.Create the COMPANY X Talent Bank

2. Enhance recruitment process by doing the following:2.1.Institutionalize the Competency-based Recruitment system2.2.Conduct training on BEI and the use of its tools

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2.3.Propose budget and procure the Psychological /Personality Tests

2.4.Update the COMPANY X Recruitment Program3. Revisit and update the COMPANY X Merit Selection plan to

strengthen internal control and compliance3.1.Draft the Activity Plan 3.2.Hold / conduct the Writeshop 3.3.Finalize the Writeshop outputs

INVESTMENT

1. List potential expenses here


Goal

TRAINING AND DEVELOPMENT

Effectiveness of Training,Competency Levels

Develop Competency Based and Functional Training and Certification Program

OVERVIEW

Critical to COMPANY X’s success is the ability of employees to deliver products and services that meet the ever-changing needs of the clients. In order to do this, employees must be competent in their work and capable of adapting to changes brought about by advancement in processes and technology. Promoting a culture of quality and customer orientation also requires that employees are properly equipped to meet and exceed standards.

CURRENT SITUATION (SEE SAMPLE SITUATION)

1. Training programs are not need-based1.1.There is no comprehensive TNA1.2.Ongoing training programs are not competency-based (mostly donor

driven/self-solicited)1.3.Appropriate types of training programs are insufficient (eg, in-house,

general programs, need-based, etc.)2. Lack of guidance from HR

2.1.List of trainings not available/ updated2.2.Late announcement of trainings available2.3.Training for next in rank is not strictly observed

3. Weak executive support

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3.1.Lack of appreciation from the COMPANY X management (as a whole) on the importance of HRD & M

3.2.Limited budget allocated for trainings (not a priority because of austerity measures)

3.3.Submission of job profiles/ TNA from line managers not reinforced4. No monitoring for impact evaluation

4.1. Value generated from training is not clear4.2. No monitoring and impact evaluation of training results4.3. Echo training not conducted4.4. HR unable to strictly monitor scholars’ service obligation

PROPOSED ACTIONS

1. Write your proposed actions here

INVESTMENT



Goal

PERFORMANCE MANAGEMENT

Level of employees’ awareness of their performance goals

100% aware of their performance Goals

Timeliness and accuracy of performance monitoring system

Timely monitoring and action on performance

Level of performance improvement

Develop Effective Performance Appraisal Strategy

Increment in performance after implementation

Establish Incentive scheme that is tied up with productivity, quality and cost savings.

OVERVIEW

Performance Management Systems contribute a lot to organizational effectiveness. A properly conceived system used by thoroughly trained managers will help individuals align their actions with the goals of the organization. It will also help managers identify needed intervention to help their staff acquire the necessary competencies to do their jobs better.

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CURRENT SITUATION

1.1.Write your current situation here

PROPOSED ACTIONS

1. Write your proposed actions here1.1. Review COMPANY X Awards and Incentive System1.2. Incorporate performance-based incentives1.3. Issue Office Circular on Revised NAIS1.4. Seek CSC approval

INVESTMENT1. List potential expenses here

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Goal

EMPLOYEE COMPENSATION,

WELFARE AND BENEFITS

Employee satisfaction rating

Develop program for Company X-wide activities aimed at improving relationship and promoting employer-employee cooperation towards productivity, quality and profitability

OVERVIEW

This subsystem covers employee compensation welfare, safety, relations and benefits. Employee satisfaction is an important HR metric. As the saying goes, happy employees are productive employees. They are also the ones who stay and serve the organizations longer. Towards this end, HR needs to devise ways to ensure that employees feel that they are take care of and their concerns are properly addressed.

CURRENT SITUATION

1.1.Write current situation here

PROPOSED ACTION

1. Write proposed action here2.

INVESTMENT


Goal

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CAREER AND SUCCESSION

PLANNING

Internal placement fill rate

Ensure minimal disruption due to employee movement by developing and implementing a career and succession plan.

OVERVIEW

Having a functioning succession and career development strategy helps an organization prevent disruptions when supervisory or managerial positions are vacated. Through this plan, managers are able to prepare employees to succeed when they assume higher responsibilities. It also helps employees create a clear path towards their desired position in the organization.

CURRENT SITUATION


PROPOSED ACTION

1. Write your proposed action here

INVESTMENT


HR Sub System Key Performance Indicator

Goal

HUMAN RESOURCE INFORMATION

SYSTEM

Speed of retrievalAccuracy of informationEase of use

Improve existing HRIS to respond to the needs of the organization

OVERVIEW

HRIS or Human resource Information system helps managers perform HR-related functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. Human resource and line managers require good human resource

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information to facilitate decision-making related to recruitment and selection, training, career and succession planning, performance management, managing employee benefits etc.

CURRENT SITUATION


PROPOSED ACTION

1. Write your proposed action here.

INVESTMENT


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ACTION PLAN

Note: Timeline is just an estimate. Actual delivery may vary depending on availability of information and resources

DELIVERABLE

S

TIMELINE

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

Recruitment and SelectionCreate an enhanced COMPANY X Talent Bank by doing the following:

DELIVERABLE

S

TIMELINE

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC

A LITTLE INFORMATION ABOUT EXEQSERVE

ExeQserve Is a fast-rising Outsourced HR Services company (Search, Training, & Consulting). It was established last April 23, 2007 with Mr. Edwin C. Ebreo as President, Roel C. Hernandez, Eden I. Hernandez, Christopher V. Siena, and Benedicto C. Cruz as Members of the Board. We offer HR-related services such as but not limited to recruitment, training and HR Consulting. We’ve worked with clients from various industries.

THE exeQserve PROMISE

Knowledge, skills and attitudes are your employees most important equipment. Acquiring them however, requires considerable financial investment. ExeQserve can help you ensure returns on your training investments with programs designed not only to inform your employees but to equip them with the necessary Knowledge, Skills, Attitude and Habit (K.A.S.H.) to serve their customers better, to work with each other and to deliver better results.

When you attend our training we will make sure that you will go home with:

The necessary mindset for better performance New sets of information A new set of skills to practice New tools in the form of templates, process steps and checklists. Guides on how their managers can support the application of their learning

We also offer learning tools for you to improve organizational climate and effectiveness.

See our line up of training and contact us through the following for more details:

TEL. 3288828 / 8933199 LOCAL 102 TO 108

FAX: 3288828 / 8933199 LOCAL 103

EMAIL: [email protected]

URL: WWW.EXEQSERVE.COM

COPY RIGHT AND DISCLAIMER

This work is licensed under the Creative Commons Attribution 3.0 Philippines License. To view a copy of this license, visit http://creativecommons.org/licenses/by/3.0/ph/ or send a letter to Creative Commons, 171 Second Street, Suite 300, San Francisco, California, 94105, USA.

You are free to use this document or do what you want with it for whatever purpose it may serve.

This document template is written by Edwin Ebreo for ExeQserve Corporation. The information provided in this document is just an example and is not based on factual data. We make no representations or warranties of any kind, express or implied, about the completeness,

http://www.exeqserve.com/

mailto:[email protected]

accuracy, reliability, suitability or availability with respect to the information, products, services, or related graphics contained on this document for any purpose. Any reliance you place on such information is therefore strictly at your own risk.

However, In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this template.

HRMD Plan Template

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