C O M PA PA N Y X H U M A N R E S O U R C E MANAGEMENT AND DEVELOPMENT PLAN EXECUTIVE SUMMARY
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s COMPANY X continue continue to pursue its its objectives, the the need to establish establish a more strategic HR Development Plan that responds to the organization’s organization’s need to achieve its its business objectives amidst amidst increasingly difficult economy becomes apparent. HR Management and Development Programs are important in keeping the employees aligned with the goals of the organization. organization. It helps attract the needed talents and keep them motivated in pursuing performance 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 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 respective teams better. A Properly written 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 plan aims to help COMPANY X develop all the necessary necessary strategies, policies and systems to help them achieve the aforementioned aforementioned goals. This initiative shall contain the following: Recruitment and Selection Training and Development Career and Succession Performance Performance Management Employee Compensation and Benefits Human Resource Information System
PROGRAM OBJECTIVE
Develop and implement implement a Strategic Strategic Human Human Resource 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 2 Table of Contents ........ ................ ................ ............... ............. .......... ......4 General Strategy....... ............... ............... ............... ................ ............ ...... 6 HR philosophy, Principles and objectives obje ctives... ..... .... 9 HR Subsystems Subsy stems and Strategie Strategies s.... ........ ........ ........ ....... ... 10 Recruitmentt and selection Recruitmen se lection ....... ........... ........ ........ ........ ....... ... 10 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 10 CURRENT SITUATION ....... ............. .......... ........ ........ ........ ........ ...... 10 Proposed Actions Act ions (see samples samp les below) .... ....... ... 10 Investment................................... .............................................. .............. ...11 11 Training and development devel opment....... ............ ......... ........ ........ ...... ..11 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 11 CURRENT SITUATION S ITUATION (see sample sampl e situation) situati on)11 PROPOSED ACTIONS........ ............... .............. ........... ........ ........ ...... 12 Investment.................................. ............................................. .............. ...12 12 Performance Managemen Managementt........ ............... ............. .......... ......12 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 12 CURRENT SITUATION ....... ............. .......... ........ ........ ........ ........ ...... 13 PROPOSED ACTIONS........ ............... .............. ........... ........ ........ ...... 13 Investment................................... .............................................. .............. ...13 13 Employee compensation, welfare and benefits ....... ............... ................ ................ ............. ......... ........ ...... .. 14 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 14 CURRENT SITUATION ....... ............. .......... ........ ........ ........ ........ ...... 14
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Proposed Action........ ................ ............... ............... .............. .......... ...... 14 Investment.................................. ............................................. .............. ...14 14 Career and Succession Succ ession planning..... ......... ........ ........ .... 15 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 15 CURRENT SITUATION ....... ............. .......... ........ ........ ........ ........ ...... 15 Proposed Action........ ................ ............... ............... .............. .......... ...... 15 Investment................................... .............................................. .............. ...15 15 Human resource information system.... ....... ...... ... 15 Overview Overvie w....... ............... .............. .......... ........ ........ ........ ........ ........ ........ ....... ... 15 CURRENT SITUATION ....... ............. .......... ........ ........ ........ ........ ...... 16 Proposed Action........ ................ ............... ............... .............. .......... ...... 16 Investment.................................. ............................................. .............. ...16 16 Action Plan ........ ................ ............... ............... .............. .......... ........ ........ ......17 Deliverables Delivera bles........ ................ ................ ............... ........... ........ ........ ........ ......17 TIMELINE ........ ................ ................ ............... .............. ........... ........ ........ ....... ... 17 A little information informat ion about exeqserve exeq serve...... .......... ...... 19 Copy right and Disclaimer ........ ............... ............... ............ .... 19
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GENERAL STRATEGY 1. Alignment of all HR Activities Activities with with Strategic Strategic Organizational Organizational direction HR shall play a significant role in contributing to organizational organizational success by participating in strategic planning 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 performance management, career and succession planning, employee compensation and benefits design and HRIS implementations. implementations. 2. Review Review of HR Struct Structure ure 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, assessment, etc. should be centralized or decentralized. 3. Partners Partnership hip and collabor collaboratio ation n between HR and Line Line Management 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 identification of needed HR tools to their implementation. 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 Creation of COMPAN COMPANY Y X’s X’s HR Philos Philosophy ophy and Principle Principles s The Organization’s HR Philosophy and Principles or the organization’s statement of its beliefs or attitude towards its human human resources. resources. They guide the managers in the creation of necessary policies and in their HRrelated decision making. 5. Implement Implementation ation of an Integrat Integrated ed HR System 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. 5.1.
Recr ecruitm itment ent Str Strateg ategy y
5.1.1. 5.1.1. Uses compet competency ency models models to find the right people for the job 5.1.2. Identifies competency gaps that maybe maybe used as one of the focus for performance management and training 5.2. 5.2. Perf Perfor orm mance ance Mana Manage geme ment nt
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5.2.1. Sets expectations expectations on competencies competencies that that must be be demonstrated demonstrated to ensure delivery of expected results 5.2.2. Identifies competency competency gaps that maybe used used for the the development of training and development interventions 5.2.3. Used to assess assess readiness of staff to move move to the next level in the the organization 5.3. 5.3. Care Career er and and Succ Succes essi sion on Plan Planni ning ng 5.3.1. Uses the competency competency models needed needed to move incumbents incumbents up in in the organization. organization. 5.3.2. Describes the necessary necessary training training at each level thereby thereby providing incumbents with a roadmap for traversing their way through the organization. 5.4. 5.4. Trai Traini ning ng and and Dev Devel elop opme ment nt 5.4.1. Offers the necessary competency competency development development to succeed in current roles and in moving up in the organization. 5.4.2. Also provides the necessary necessary assessment of of readiness to move move up to the next level. 5.5. 5.5. Com Compens pensat atio ion n and and bene benefi fits ts 5.5.1. Rewards the demonstration demonstration of of desired competencies 5.5.2. 5.5.2. Rewards Rewards good good performanc performance e 5.5.3. Attracts people people with the the right set set of competencies. competencies. 5.6. 5.6. Huma Human n Reso Resour urce ce inf infor orma mati tion on Sys Syste tem m 5.6.1. Provides managers managers with all relevant relevant information information to make human human resource management-related decisions. 6. Chan Change ge Man Manag agem emen entt 6.1. 6.1.
In order order to ensu ensure re effec effectiv tive e implem implement entati ation on of the the progr program ams s the following measures shall be employed
6.1.1. Iterative strategy – Consultant together together with HRD shall shall consult 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 Risk management management plan to ensure ensure that potential negative impacts of changes are identified and managed. 6.1.3. Development of of Communication Communication plan to ensure that there is back and forth communication communication between employees and the program proponents. 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 proponents will will use orientations, orientations, workshops workshops and and comprehensive training 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 program evaluation to ensure continuous continuous improvement improvement of HR subsystems shall become component of all HR strategies, policies and procedures. 7. Restruct Restructuring uring and and retooling retooling of HR person personnel nel in order order for them them to demonstrate 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, Y, P R I N C I P 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 potential to achieve excellence in performance performance and service delivery
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Uphold integrity and transparency in the organization and concern for the interests of its people
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Initiate and respond to change
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Practice fairness, meritocracy and physical, mental and spiritual fitness
5. Recognize Recognize and promote promote the the aspirations aspirations of its people, people, especia especially lly the rank-and rank-and-fil -file e 6. Nurtur Nurture e and ensur ensure e respec respectt for the the indivi individual dual
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HR SUBSYSTEMS AND STRATEGIES
Key Result Area RECRUITMENT AND SELECTION
Key Performance Indicator Timeliness of d de elivery Job fit
Goal 100% de delivery of of request on deadline Improve success rate of new hires
OVERVIEW Recruitment and Selection is an important organizational organizational activity. Knowing the type of person to hire, finding them and hiring them are critical to the success of the organization. organization. Recrui Recruitme tment nt and Select Selection ion is driven driven by a manpo manpower wer plan. plan. Manpow Manpower er planning is the process of analyzing the organization’s organization’s human resource needs under changing changing condition conditions s and developin developing g activities activities necessary necessary to satisfy satisfy these needs. It is a dynamic management 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 select selection ion is concer concerned ned with with the the effici efficient ent acquis acquisiti ition on and maxim maximum um utilization of the company’s human resources in order for the company to attain its goals and objectives.
CURRENT SITUATION 1. Write Write your your curre current nt situat situation ion here here
PROPOSED ACTIONS (SEE SAMPLES S AMPLES BELOW) 1. Enhanc Enhance e Resume Resume databa database se 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 Enhance recruitm recruitment ent process process by doing doing the followi following: ng: 2.1.Institutionalize the Competency-based Recruitment 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 Revisit and update update the the COMPANY COMPANY X Merit Select Selection ion plan 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. Lis Listt potenti potential al expens expenses es here here
Key Result Area
Key Performance Indicator TRAINING AND Effectiveness of DEVELOPMEN Training, T 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. technology. Promoting a culture of quality quality and customer orientation also requires that employees are properly equipped to meet and exceed standards. CURRENT SITUATION (SEE SAMPLE SITUATION) 1. Training Training program programs s are are not need-bas need-based ed 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 Lack of guida guidance nce from from HR 2.1.List of trainings not available/ updated 2.2.Late announcement announcement of trainings available 2.3.Training for next in rank is not strictly observed 3. Weak Weak exec executi utive ve suppor supportt 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.Lim 3.2.Limite ited d budge budgett alloc allocate ated d for traini trainings ngs (not (not a prior priority ity becaus because e of austerity measures) 3.3.Submission of job profiles/ TNA from line managers not reinforced 4. No monito monitoring ring for impact impact evalua evaluation tion 4.1. 4.1. Value Value genera generated ted from from tra traini ining ng is not not clea clearr 4.2. 4.2. No monit monitori oring ng and and impact impact eval evaluat uation ion of of traini training ng resu results lts 4.3. 4.3. Echo Echo tra train inin ing g not not cond conduc ucte ted d 4.4. 4.4. HR unable unable to to strict strictly ly monit monitor or schol scholars ars’’ service service obli obligat gation ion
PROPOSED ACTIONS 1. Write Write your your proposed proposed actions actions here
INVESTMENT 2. Lis Listt potenti potential al expens expenses es here here
Key Result Area PERFORMANCE MANAGEMENT
Key Performance Indicator Level of employees’ awareness of their performance goals Timeliness and accuracy of performance monitoring system Level of performance improvement Increment in performance after implementation
Goal
100% aware of their performance Goals Timely monitoring and action on performance Develop Effective Performance Appraisal Strategy 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 current situation here
PROPOSED ACTIONS 1. Write Write 1.1. 1.1. 1.2. 1.2. 1.3. 1.3. 1.4.
your your proposed proposed actions actions here Review Review COMPAN COMPANY Y X Award Awards s and and Incent Incentive ive System System Incor Incorpor porate ate perfor performa mance nce-ba -based sed incent incentive ives s Issu Issue e Offi Office ce Cir Circu cula larr on Rev Revis ised ed NAI NAIS S Seek CS CSC ap approval
INVESTMENT 1. Lis Listt potenti potential al expens expenses es here 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 Write propo proposed sed acti action on here 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 Write your your curre current nt situat situation ion here here
PROPOSED ACTION 1. Write Write your your propo proposed sed actio action n here here
INVESTMENT 1. Lis Listt potenti potential al expens expenses es here 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, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. 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 succession planning, performance performance management, managing employee benefits etc.
CURRENT SITUATION 1. Write Write your your curre current nt situat situation ion here here
PROPOSED ACTION 1. Write Write your your proposed proposed action action here.
INVESTMENT 2. Lis Listt potenti potential al expens expenses es here here
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ACTION PLAN
Note: Note: Timeline Timeline is just an estimate estimate.. Actual Actual delivery delivery may vary depending depending on availabi availability lity of informatio information n and resources D EL I VERAB LES
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Recruitment Recruitment and Selection Create an enhanced COMPANY X Talent Bank by doing the f ollowing:
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A LITTLE INFORMATION INFORMATION ABOUT EXEQSERVE ExeQserve Is a fast-rising Outsourced HR Services company (Search, Training, & Consulting). It was established established last April 23, 2007 2007 with Mr. Edwin C. Ebreo Ebreo as President, Roel C. Hernandez, Eden I. Hernandez, Christopher V. Siena, and Benedicto C. Cruz as Members Members of the Board. We offer HR-related 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 returns on your training investments investments with programs programs designed not only to inform your employees but to equip them with the necessary necessary Knowledge, 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
DEC
A LITTLE INFORMATION INFORMATION ABOUT EXEQSERVE ExeQserve Is a fast-rising Outsourced HR Services company (Search, Training, & Consulting). It was established established last April 23, 2007 2007 with Mr. Edwin C. Ebreo Ebreo as President, Roel C. Hernandez, Eden I. Hernandez, Christopher V. Siena, and Benedicto C. Cruz as Members Members of the Board. We offer HR-related 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 returns on your training investments investments with programs programs designed not only to inform your employees but to equip them with the necessary necessary Knowledge, 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 skills to practice 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 contact us through the following for more 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
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Thi This s docu docume ment nt temp templa late te is writ writte ten n by Edwi Edwin n Ebre Ebreo o for for ExeQ ExeQse serv rve e Corporation. Corporation. The information information provided in this document is just an example and and is not not base based d on fact factua uall data data.. We make make no repr repres esen enta tati tion ons s or warra warranti nties es of any kind, kind, expres express s or implie implied, d, about about the the comple completen teness ess,,
accu accura racy cy,, reli reliab abil ilit ity, y, suit suitab abil ilit ity y or avai availa labi bili lity ty with with resp respec ectt to the the infor informa matio tion, n, produc products ts,, servic services, es, or relate related d graphi graphics cs contai contained ned on this 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 liable for any loss or damage including including without limita limitatio tion, n, indire indirect ct or conseq consequen uentia tiall loss loss or damag damage, e, or any loss loss or damag damage e whatsoever arising from loss of data or profits arising out of, or in connection with, the use of this template.
