Sie sind auf Seite 1von 9

HR PLANNING SHOULD TAKE INTO CONSIDERATION INTERNAL COMPANY FACTORS LIKE ****************************************************************** 1.Corporate VISION 2. Corporate Mission 3.

Corporate Objective 4. Corporate Strategy 5.Corporate Organization Policy/ Budget Guidelines. 6. Corporate HR objective/ strategy 7. Corporate Industrial Relations Policy

8. Corporate Sales forecasts [ 3 or 5 ] 9. Corporate Product Plans [ 3 or 5 ]

10. Corporate Production forecasts. [ 3 or 5 ] ================================================= NOW you have mission/objectives/strategies/plans/budget/schedules. IN case of HR, which is a department by itself, MUST discuss with other departments of their expectations/ intentions on HUMAN RESOURCES. **************************************************************************** This final corporate mission statement, objectives and strategies becomes the foundation information for the HR department to work out your departmental objectives/strategies/plans. STEP A Discuss with the various other departments like sales/ production/ distribution/accounting/ IT etc about their requirements -for manpower -recruitments -replacements -training etc etc Once you get their departmental requirements, HRM develops *INTERNAL SUPPLY ESTIMATES -staff skills inventories -management inventories -replacements requirements -transition requirements FOR EACH DEPARTMENT/TOTAL

*MANAGING WORK OPTIONS FOR EACH DEPARTMENT / TOTAL -shorter weeks -flexitime -telecommuting -virtual organizations. ================================== -HR PLANNING HR Planning includes

CURRENT SITUATION/ ANALYSIS OF COMPANY HR 1.Assessment / Audit of the current manpower profile -numbers -skills -ages -flexibility -sex -experience -capabilities -character -potential and also -normal turnover, -staff movements planned -retirements -succession planning etc. 2. KEY SUCCESS FACTORS OF HR 3. HR [ SWOT ] ANALYSIS -STRENGTHS -WEAKNESSES -THREATS -WEAKNESSES 4. HR MARKET [ DEMAND/SUPPLY] -SKILL AVAILABILITY ============================================ 1.HR OBJECTIVES 2.HR STRATEGY 3. HR PLANNING These include -Recruitment/ Selection PLANNING -Induction / Orientation PLANNING -Training / Developement PLANNING -Compensation PLANNING -Salary administration PLANNING -Payroll Administration PLANNING -Performance Appraisal PLANNING -Performance Management PLANNING

-Industrial Relations PLANNING -Promotions PLANNING [ IF ANY ] -Terminations PLANNING -Transfers PLANNING -Staff amenities. PLANNING -retraining planning -early retirement planning -redundancy planning -changes in workforce utilization planning -career path planning -succession planning -personnel and career planning =========================================== 2.HR ORGANIZING -Recruitment/ Selection ORGANIZNG -Induction / Orientation ORGANIZING -Training / Developement ORGANIZING -Salary administration ORGANIZING -Payroll Administration ORGANIZING -Performance Appraisal ORGANIZING -Terminations ORGANIZING -Transfers ORGANIZING -Staff amenities ORGANIZING -retraining ORGANIZING -redundancy ORGANIZING -career path PROGRAM ORGANIZING -Event organizing. ======================================= 3.HR STAFFING 1.PREPARATION AND COMPLETION OF RECRUITMENT DOCUMENTATION. -the line manager with vacancy prepares the requistion form. -the line manager prepares the job description/ job speciifcation and gives it HR, WHO FINE TUNE THE DATA. -the line manager also prepares the grading of the position. -----------------------------------------------------------------------------------------2.ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES. -the line manager / HR prepares the proposed timescales. ----------------------------------------------------------------------------------------3.DEVELOPMENT / SUBMISSION OF ELECTRONIC JOB DESCRIPTION AND PERSON SPECIFICATION. -the line manager approves the job description/specifications. -the HR COMPLETES THE SUPPLEMENTARY INFORMATION REQUIRED. -----------------------------------------------------------------------------------4.ADVERTISEMENT -the HR PREPARES THE ADVERTISEMENT AND PLACES THE ADs. ----------------------------------------------------------------------------------5.RESPONSE HANDLING -HR sends out the interview packs to the listed candidates.

---------------------------------------------------------------------------------------6.SHORTLISTING -THE HR CONDUCTS ONLINE/ TELEPHONE INTERVIEWS AND MAKES A SHORT LIST. -----------------------------------------------------------------------------------7.ARRANGEMENT OF INTERVIEW. -HR sends out the invitations to the SHORT LISTED persons. -the interviewing panel receives the interviewing packs. -----------------------------------------------------------------------------------8.INTERVIEW -the panel members individually fill the assessment forms. -the HR completes the interview outcome. -this is reviewed by HR AND THE LINE MANAGER FINALISE THE APPOINMENT. -------------------------------------------------------------------------------9.POST INTERVIEW -HR sends out letters to the unsuccessful candidates. -HR CHECKS REFERENCES. -HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES. -THE LINE MANAGERS / AGREE TO THE START DATE AND INDUCTION PROGRAMME. -------------------------------------------------------------------------------10.PERSONAL FILE CREATION -HR CREATES ''PERSONAL FILE ''. --------------------------------------------------------------------------------11.HANDOVER TO HR / ADMINISTRATION -THE LINE MANAGER HANDS OVER THE RESPONSIBILITY FOR PAYROLL ADMIN AND INDUCTION TO HR. -HR PREPARES WELCOME PACK / EMPLOYEE MANUAL. -----------------------------------------------------------------------------------------12. ARCHIVING OF APPOINTMENT FILES. -HR ARCHIVES SELECTED CANDIDATES FILE. -HR DESTROYS UNSUCCESSFUL AFTER 6 MONTHS. CANDIDATES FILES

======================================================== 4.HR LEADING -conducting HR AUDITING

-conducting HR BUDGETING -conducting Strategic HRM Planning -developing HR Strategies and Policies. CONDUCTING JOB DEVELOPMENT

-Job analysis -job Role/ -Job Description. -Job specifications -Job enrichment -Job rotation ========================= -CONDUCTING RECRUITMENT/ SELECTION -recruitment -selection -induction -orientation =========================== CONDUCTING ORGANIZATIONAL BEHAVIOR PROGRAMS -employee engagement -motivation -organization culture -organization development ===================================== INITIATING AND CONDUCTING HUMAN RESOURCING -HR planning -manpower planning -succession planning -talent management -performance appraisals -performance managing the processes. ================================ INITIATING CONDUCTING HR DEVELOPMENT -org. learning -training -education -development -Training evaluation -e learning -management development -career planning /development. ============================= INITIATING REWARD MANAGEMENT -job evaluation -managing reward process -administration of rewards -benefits ================================= INITIATING & CONDUCTING HEALTH AND SAFETY. -OHS ================================= INITIATING & MANAGING HUMAN RESOURCE INFORMATION SYSTEM. ====================================== 5.HR CONTROLS -organization culture survey

-HR BUDGET / ACTUAL -HR COSTS BENCHMARK EXTERNALLY -skills/ competency level -time taken to fill vacancies -cost per recruitment promotions -absenteeism by job category -accident costs -accident safety ratings -training cost per employee -training hours per employee -average employee tenure in the company -lost time due to injuries -no. of recruiting advertising programs -no. of employees put through training. -turnover rate -attrition rate -compensation and benefits per employee -cost of injuries -HR expenses per employee -turnove cost -employee '' workers compensation costs'' -employee perception of the HRM -employee perception of the company , as an employer -customer/market perception of the company, as an employer. etc ======================================================= 1.ANNUAL TOTAL COMPENSATION INCREASE RATE [%] [this year vs last year] 2.ANNUAL TURNOVER RATE.[this year v s last year] 3.COMPENSATION &BENEFITS AS A % OF SALES. 4.COMPENSATION & BENEFITS AS A % OF OPERATING EXPENSES. 5.COMPENSATION & BENEFITS PER EMPLOYEE [ this year vs last year] 6.COMPENSATION & BENEFITS COMPETITIVENESS INDEX. 7.INCENTIVE PAYMENT AS A % OF TOTAL COMPENSATION & BENEFITS. 8.BENEFITS SPEND AS A % OF TOTAL COMPENSATION & BENEFITS 9.COMPENSATION & BENEFITS BY LEVELS OF STAFF -senior mgnt/ executives/middle mgnt/ junior mgnt/supervisors/staff etc. 10.NEW COMERS COMPENSATION & BENEFITS AGAINST TOTAL FOR THE YEAR. 11.% OF EMPLOYEES SATISFIED WITH CURRENT SYSTEM [ SURVEY ] 12.MEDICAL BENEFITS EXPENSES TOTAL [ THIS YEAR VS LAST YEAR] 13.MEDICAL BENEFITS EXPENSES PER EMPLOYEE. ======================================================= HERE ARE SOME FOR CONTROLS. 1 2. 3. 4'. STANDARDS METRICS

HR UTILIZATION

TOTAL PAYROLL $ / TOTAL SALES $

HR PRODUCTIVITY % TOTAL EMPLOYMENT COST $/TOTAL PRODUCTION VOLUME IN $ X 100 HR BUDGET % ACTUAL % % $ / BUDGET $ X / / 100 LAST YEAR $ X 100 LAST YEAR $ X 100

ACCIDENT COSTS

CURRENT ACTUAL $ CURRENT ACTUAL $

5'. ACCIDENT SAFETY RATINGS 6'. EMPLOYEE %

EMPLOYEE BENEFITS $ / TOTAL PAYROLL $ X100

BENEFITS EMPLOYEE BENEFITS $ /TOTAL SALES $ 7'. HR BUDGET sales effectiveness 8'. HR EXPENSES per head 9'. HR EXPENSES cost effectivenss 10'. NO.OF COURSES CONDUCTED 11. NO. OF SAFETY training programs 12. TRAINING DAYS EFFECTIVENESS 13. EMPLOYEES % involvement in train % % X 100

ACTUAL HR EXPENSES $ / TOTAL SALES $ X 100 $ TOTAL HR EXPENSES $ / TOTAL NO. OF EMPLOYEES HR EXPENSES $ / TOTAL EXPENSES $ X 100 % % % ACTUAL CONDUCTED / PLANNED ACTUAL CONDUCTED / PLANNED X 100 X 100

ACTUAL TRAINING DAYS / PLANNED X 100

ACTUAL TAKING PART / PLANNED X 100

14. SICK DAYS nos. TOTAL SICKDAYS TAKEN/ TOTAL EMPLOYEES managemeent effectiveness 15. STAFF orientation % NO. OF NEW STAFF LEAVING IN THREE MONTHS/ EFFECTIVENESS TOTAL NO. OF NEW STAFF ORIENTED X 100 16. TIME TO FILL AN OPEN POSITION NO.DAYS TOTAL NO OF DAYS / TOTAL NO positions filled

17. TURNOVER BY % RECRUITING source BY EACH SOURCE 18. TURNOVER BY % EACH JOB CATEGORY CATEGORY X 100 19. WORKERS % ompensation costs 20. HR STAFFING EFFICIENCY

TURNOVER / TOTAL RECRUITMENTS X100

TURNOVER / TOTAL EMPLOYEES BY

EACH

ACTUAL $ / PLANNED BUDGET $

X 100

NO.

TOTAL HR STAFF / TOTAL EMPLOYEES

########################################################### ####

2.I have to work on a football manufacturing company's HR infrastructure and the report requires to be of minimum 50 Pages. Now I just want you to advise how to built this report. I mean what contents it must have and how I should organize the data. Actually I can make a report of 5-10 pages but 50 pages are very hard to complete so please advise what matters should i discuss in it and upto what extent, which things should i include in it. FOR THE 50 PAGES REPORT, YOU COULD INCLUDE THE FOLLOWING AND WORK ON THE DETAILS FOR EACH ELEMENT. 1.company overview. 2.Corporate VISION 3. Corporate Mission 4. Corporate Objective 5. Corporate Strategy 6. Corporate HR objective/ strategy 7.corporate organization structure 8.corporate management process. 9.company climate. 10.company culture 11.HR ORGANIZATION HOW THE FOLLOWING IN THE COMPANY STRUCTURE. ARE CONDUCTED / IMPLEMENTED

-HR AUDITING -HR BUDGETING -Strategic HRM Planning -HR Strategies and Policies. -HR and change management. -Competency-based HR -Knowledge management ============================= JOB DEVELOPMENT -Job analysis -job Role/ -Job Description. -Job specifications -Job enrichment -Job rotation ========================= RECRUITMENT/ SELECTION -recruitment -selection -induction -orientation =========================== ORGANIZATIONAL BEHAVIOR PROGRAMS -employee engagement -motivation -organization culture -organization development ==============================

ORGANIZATION -org. designing -org. structuring -org. development -job / role structuring ===================================== HUMAN RESOURCING -HR planning -manpower planning -succession planning -talent management ============================= PERFORMANCE MANAGEMENT -performance appraisals -performance managing the processes. ================================ HR DEVELOPMENT -org. learning -training -education -development -Training evaluation -e learning -management development -career planning /development. ============================= REWARD MANAGEMENT -job evaluation -managing reward process -administration of rewards -benefits ============================== EMPLOYEE RELATIONS -organization communications -employee communications. -staff amenities ================================= HEALTH AND SAFETY. -OHS ================================= HUMAN RESOURCE INFORMATION SYSTEM.