HR Action Plan Sample

The Recruitment Strategies

1. To write a comprehensive job description for each of the staff category described in the Human
Resource Strategic Plan
2. To research the best qualifications for each job type, based on the demand of their job functions.
However, the core value and the core purpose of the company as well as the stores mission can be best
fulfilled by qualifying only those who demonstrate a great love for children in all job categories. This can
be manifested by way of recommendations, family background, past experiences and actual
demonstrations.
3. To recruit our applicants from those recommended by our network of associates and business contacts
as the best source of suitable applicants who will be chosen to fill-in the professional positions; namely:
Store Manager, CMO, Store Merchandiser, Accounting Technician, Credit and Collection Officer, as well
as Payroll Master. Choices comprise
4. To recruit college undergraduates seeking for internships as K12 teachers, teachers aides, or
teachers assistants to fill-in the CSR-DP, CSR or Cashier positions.
5. To recruit high school graduates with satisfactory academic performance records and backgrounds plus
commendable work references as babysitters or caregivers from ages 16 to 21 years old to fill-in the
CSR-DP or CSR positions.
6. To recruit high school graduates, from ages 16 and above, with satisfactory performance records and
commendations from referrals, to fill-in the position of stockroom personnel and cleaning crew.
7. To research and formulate interview questions that will elicit answers to show consistency of
information about the applicants background, work experience, recommendations, knowhow and genuine
understanding of the companys core values and purposes.
8. To match their test scores with the industry metrics for the relevant job position.
9. Find out from those who were extended with job offers, the reasons why they deemed it best not to
accept the company's employment offer.
10. Ensure there is diversity in the CSR-DP and CSR staff recruited.

The Orientation and Training Programs

1. To plan an orientation seminar that will discuss the companys business vision and missions, the
companys core values and purposes, the employment and termination policies, handbook overviews and
FAQs, and the companys position as an employer- at-will.
2. To conduct a personality seminar handled by a professional fashion design consultant, who will give
advice about the style of dressing and make up that would suit a family-friendly or kid-friendly
environment. The ideas or recommendations should be aligned with the stores rainbow theme. The
consultant should also be able to impart the proper decorum, the manners to exhibit and language to use
in front of children. The objective is for parents to see the companys store personnel as models of good
behavior, to positively influence their children.
3. To conduct a workshop or seminar on how to soft-sell or to make a sales pitch in a way that will not
turn-off the parents. Some parents might get the notion that they are being pressured by their children into
buying something for which they are not ready every time they visit. Make it a point to invite speakers who
could demonstrate how this can be done effectively.
4. Conduct a seminar or workshop handled by a daycare operator or an overseer of cruise ship fun center
for kids. To give the entire store personnel ideas and techniques:

On how to keep the children relatively agreeable with the store rules,
On how to promote socializing among the young ones, and

On how to keep them happy in their thirty-minute stay in their respective play areas.

5. Invite a speaker with a genuine knack for humor, to give tips on how to always see the brighter side of
life. The objective is for the staff to maintain a bright disposition while working within the store premises to
avoid creating an atmosphere where short-tempers could flare-up.

The Assessment Programs

1. Every new rank and file recruited will be evaluated each month for their progress and improvement to
let them know if they are performing according to the companys core values, policies and the basic onboard training. It will also include an offhand interview on how they see the company, the store operations,
the customers, the products, the role they play and the problems that hinder their improvement.
2. The rank and file performance will be given a formal rating every six months -- this will be the bases of
their salary increments.
3. The supervisory or managerial positions will be assessed every 6 months and be asked about their
opinions on how management can further improve its selling system or about the existing and potential
problems they see on how the store is being run.
4. An employee survey about their perception of the companys employment and operating process will
be conducted every 6 months.

The Compensation, Benefit and Awards Program

1. Every new hire will be compensated with the basic wage pay rates according to industry standards.
2. All employees will have additional meal and transportation of $500 added to their basic wage but will be
pro-rated according to the number of days or hours that the employee reported for work.
3. All rank and file store employees will receive additional pay in terms of profit-sharing every four months,
based on the quarterly financial statement reports and the employee profit-sharing plan, to which:

Each CSR DP and CSR will be identified in every individual sale they make and earn sales
commissions for the total amount of all items sold individually. The CSR-DP or CSR with the
highest amount of sale for the quarter will be awarded with a custom-made commemorative
Plushie Soft Doll.
CSRs with no credit for individual sales and the store personnel handling administrative functions,
will receive profit shares of the net income computed at a flat rate.

4. The managerial and supervisory positions will receive compensations, benefits and profit sharing
based on the employment contracts to which they agreed during employment negotiation and
acceptance.
5. Sick leave and vacation leaves will be according to the FMLA Act but management maintains an open
mind about leave requests that stem from dire or emergency reasons, for as long as the company policies
shall be observed.
6. A Best CSR-DP, Best CSR Employee and Best Store-Support Provider will be recognized and be
rewarded with commemorative and cash awards yearly.

Corporate Reorganization during Promotions, Resignations or Terminations

As part of the human resource strategic planning, employees who have elevated their educational and
competency levels and who will seek for promotional advancements will be provided with assistance in
case the company has no available position. The company will include their resumes in the pool of human
resources for recommendation to our network affiliates and associates.
However, actual transfers shall only take place after the replacement has been trained by employees
vacating or moving out of their job positions. This is to allow for proper reorganization.
Resigning employees will have to give at least one month notice prior to actual date of resignation to
allow for proper restructuring or reorganization.

Conclusion of the HR Action Plan

The companys vision of becoming a community-friendly store can only succeed if everyone who works
for the company is aware that they need to exemplify the core value of fostering family and social
bonding. That way, everyone will reap the benefits of working together for a common good.