Professional Documents
Culture Documents
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
1
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
A
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
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3
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
Overview......................................................8
CURRENT SITUATION................................8
Investment...................................................9
Overview......................................................9
PROPOSED ACTIONS..................................9
Investment...................................................9
Performance Management.........................10
Overview....................................................10
CURRENT SITUATION..............................10
PROPOSED ACTIONS................................10
Investment.................................................10
Overview....................................................11
CURRENT SITUATION..............................11
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Proposed Action.........................................11
Investment.................................................11
Overview....................................................11
CURRENT SITUATION..............................12
Proposed Action.........................................12
Investment.................................................12
Overview....................................................12
CURRENT SITUATION..............................12
Proposed Action.........................................12
Investment.................................................12
Action Plan.................................................13
Deliverables................................................13
TIMELINE..................................................13
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GENERAL STRATEGY
6
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 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.
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
5. Recognize and promote the aspirations of its people, especially the rank-and-file
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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
OVERVIEW
CURRENT SITUATION
1. Write your current situation here
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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
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.
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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
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.
12
CURRENT SITUATION
PROPOSED ACTIONS
1. Write your proposed actions here
1.1. Review COMPANY X Awards and Incentive System
1.2. Incorporate performance-based incentives
1.3. Issue Office Circular on Revised NAIS
1.4. Seek CSC approval
INVESTMENT
1. List potential expenses here
o
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Key Result Area Key Performance Goal
Indicator
EMPLOYEE Employee Develop program
COMPENSATION, satisfaction rating for Company X-wide
WELFARE AND activities aimed at
BENEFITS 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
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CAREER AND Internal placement Ensure minimal
SUCCESSION fill rate disruption due to
PLANNING 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
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
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 TIMELINE
S
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Recruitment and Selection
Create an enhanced COMPANY X Talent Bank by doing the following:
DELIVERABLE TIMELINE
S
JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
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