35533568 Hrmd Plan Template 2me39

ORGANIZATION HEADING

HERE

O RG AN I Z ATI O N N AM E HU M AN RE SO U R CE M A NAG E M E N T AND D E VE L O PM E N T PL AN

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C O M PA N Y X H U M A N RESOURCE MANAGEMENT AND DEVELOPMENT PLAN E X E C U T I V E S U M M A RY

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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. 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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TA B L E O F C O N TE N T S

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)

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PROPOSED ACTIONS..................................9 Investment...................................................9 Performance Management.........................10 Overview....................................................10 CURRENT SITUATION..............................10 PROPOSED ACTIONS................................10 Investment.................................................10 Employee compensation, welfare and benefits Overview....................................................11 CURRENT SITUATION..............................11

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Proposed Action.........................................11 Investment.................................................11 Career and Succession planning................11 Overview....................................................11 CURRENT SITUATION..............................12 Proposed Action.........................................12 Investment.................................................12 Human resource information system.........12 Overview....................................................12 CURRENT SITUATION..............................12 Proposed Action.........................................12 Investment.................................................12 Action Plan.................................................13 Deliverables................................................13 TIMELINE..................................................13

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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 HRrelated 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 roap 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 competencies 5.5.2. Rewards good performance 5.5.3. Attracts people with the right set of competencies. 5.6. Human Resource information System 5.6.1. 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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H R P H I L O S O P H Y, P R I N C IP L E S A N D O B J E C T I V E S

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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H R S U B S Y S T E M S A N D S T R AT E G I E S

Key Result Area RECRUITMENT AND SELECTION

Key Performance Indicator Timeliness of delivery Job fit

Goal 100% delivery of request on deadline 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 database 1.1.Establish linkage with Universities and Colleges Placement Office 1.2.Develop “on-the-job” training design with schools 1.3.Attend job fairs and on-campus recruitment 1.4.Attend to University Career Orientation Programs 1.5.Explore new technologies in candidates sourcing i.e., web and social media 1.6.Create the COMPANY X Talent Bank 2. Enhance recruitment process by doing the following: 2.1.Institutionalize the Competency-based Recruitment system 2.2.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 Program 3. Revisit and update the COMPANY X Merit Selection plan to strengthen internal control and compliance 3.1.Draft the Activity Plan 3.2.Hold / conduct the Writeshop 3.3.Finalize the Writeshop outputs

INVESTMENT 1. List potential expenses here Key Result Area TRAINING AND DEVELOPME NT

Key Performance Indicator Effectiveness of Training, Competency Levels

Goal 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-based 1.1.There is no comprehensive TNA 1.2.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/ updated 2.2.Late announcement of trainings available 2.3.Training for next in rank is not strictly observed 3. Weak executive 3.1.Lack of appreciation from the COMPANY X management (as a whole) on the importance of HRD & M

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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 reinforced 4. No monitoring for impact evaluation 4.1. Value generated from training is not clear 4.2. No monitoring and impact evaluation of training results 4.3. Echo training not conducted 4.4. HR unable to strictly monitor scholars’ service obligation

PROPOSED ACTIONS 1. Write your proposed actions here

INVESTMENT 2. List potential expenses here Key Result Area PERFORMANCE MANAGEMENT

Key Performance Indicator  Level of employees’ awareness of their performance goals 

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Timeliness and accuracy of performance monitoring system Level of performance improvement Increment in performance after implementation

Goal 

100% aware of their performance Goals

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Timely monitoring and action on performance

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Develop Effective Performance Appraisal Strategy Establish Incentive scheme that is tied up with productivity, quality and cost savings.

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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 1.1. 1.2. 1.3. 1.4.

your proposed actions here Review COMPANY X Awards and Incentive System Incorporate performance-based incentives Issue Office Circular on Revised NAIS Seek CSC approval

INVESTMENT 1. List potential expenses here o

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Key Result Area EMPLOYEE COMPENSATION, WELFARE AND BENEFITS

Key Performance Indicator Employee satisfaction rating

Goal 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 here 2.

INVESTMENT

Key Result Area

Key Performance Indicator

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Goal

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 1. Write your current situation here

PROPOSED ACTION 1. Write your proposed action here

INVESTMENT 1. List potential expenses here HR Sub System HUMAN RESOURCE INFORMATION SYSTEM

Key Performance Indicator Speed of retrieval Accuracy of information Ease of use

Goal Improve existing HRIS to respond to the needs of the organization

OVERVIEW HRIS or Human resource Information system helps managers perform HRrelated 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 1. Write your current situation here

PROPOSED ACTION 1. Write your proposed action here.

INVESTMENT 2. List potential expenses here

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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

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

AUG

SEP

OCT

NOV

DEC

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 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 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 us through the following for more details: TE L. 328 88 28 / 89 33 199 LOCAL 102 TO 1 08 F AX: 32 88 828 / 8 93 319 9 LOC AL 10 3 EMAIL : CU STOM ERC ARE @EXE QSER VE .C OM URL: WWW.EX EQSE RV E.CO M

COPY RIGHT AND DISCLAIMER

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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

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