HR Strategy and humane recourse plan example

The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR planning is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover (the number of an employee leaving divided to the average number of an employee within a certain period).

HR planning is an important part of the overall strategic planning of a company. From the definition, we can see that the main purpose of HR planning is to help the company to reach its goals and objectives.  A majority of mid and large sized companies have HR planes to support their work efficiency. It is common for companies to review their financial plans to understand their overall efficacy but the HR plans are also equally important to support operational efficacy.  HR planning is also important in terms of budgeting, as the labor cost in a majority of companies is one of the majors.

 The HR planning process consists of 4 major steps which are:

·      Assessing the current HR capacity

·      Forecasting future HR requirements

·      Gap analysis

·      Developing HR strategy

                         Assessing current capacity

To understand what kind of steps company needs to do to improve human resources condition, HR manager at first needs to have an information of current capacity of organizations employee. Employee capacity includes not only skills and abilities, which are needed for a certain position but also other skills, which were demonstrated in other fields should be reviewed. Should be counted educational level of employee, other work experience, participations in trainings and so on. This information can be used for internal recruitment and in employee development plan. Company should also have a procedure for new employee on boarding.

                  Forecasting HR requirements

Forecasting of future needs is connected with organizational overall goals. HR manager should examine where the company is and where it wants to go and based on that information answer 3 major questions:

·      How many staff will be needed to meet organizational goals

·      What jobs will be needed to be added

·      What skills will be needed

In addition, managers should take into account things like current economic situation, what trend is in a labor market, what offers new technologies and so on.

                                                        Gap Analysis

The next and important part is gap analysis where a company should reveal the difference of its current resources compared with resources it will need. It should understand how much new jobs are needed, what new skills, do company uses its current employees all strength and so on.

                     Developing HR strategy

There are four HR strategies for meeting your organization's needs in the future:

·      Restructuring strategies

·      Training and development strategies

·      Recruitment strategies

·      Outsourcing strategies

Restructuring strategies can be done in different ways:

·       Reducing staff either by termination or attrition

·       Regrouping tasks to create well-designed jobs

·       Reorganizing work units to be more efficient

Training and development strategy :

·       Providing staff with training to take on new roles

·       Providing current staff with development opportunities to prepare them for future jobs in your organization

To read more about HR strategies go by these link http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm

                                              HR strategic plan sample

Executive Summary

The overriding goal of this Human Resources plan is to reveal the current conditions of the workforce and offer Technology and Science Dynamics, Inc. more systemized management of human resources.

This plan defines the current Human Resources by assessing HR capacity of Technology and Science Dynamics, Inc., forecasting HR requirements, gap analysis and developing recommendations and HR strategies to support the strategic goals of Technology and Science Dynamics, Inc.

The report is constructed in the following structure:

1.      Administration and Support

2.      Recruitment and Staff

3.      Training and Development

4.      Benefits and Compensation

  

Company Background

    Technology & Science Dynamics Inc. (TSD) is a Research and Development Corporation located in Santa Barbara, CA, USA and Yerevan, Armenia with links to more than fifteen international research & development centers. The company was founded in 1998 and later renamed to TSD in 2013. The Armenian office of TSD was established in 2013 in a Free Economic Zone. TSD provides a vibrant, dynamic and multi-disciplinary research in the fields such as Biochemistry, Bioinformatics, Computer science and Artificial intelligence, Educational sciences, Electrical and Electronic engineering.

TSD’s mission is to offer not just devices, but solutions to its customers - being a part of an evolution in technology that is rapidly changing the world. Company’s B2B and B2C business models are based on the assumption: Excel in strategy, consistency, and delivery.

TSD team envisions a future in which they continue to build and develop an internationally recognized high-tech and forensic systems/solutions that partner with governmental and private entities. Concerning its educational solutions, TSD’s long-term vision is to develop a synergetic interconnection between science-education-technology triple, which would result in the modernization of the educational field by the input of technologies.

TSD main goals are:

·      Encourage and boost growth of high-tech products made in Armenia;

·      Engage in and perform outstanding scientific research;

·      Delight customers: provide the best quality products with customized solutions and high-quality service;

·     Foster innovative and educational achievements: [1]

Human Resources Plan

     As Human Resources plan is an important component of strategic planning of an organization, it is very crucial to build a concrete plan and link it to the strategic goals of the company. The purpose of this plan is to set Human Resources Department priorities, goals, and objectives for the next three operating years. This plan is organized to support strategic goals of Technology and Science Dynamics, Inc. Final recommendations for three years are illustrated in Appendix 4 of this paper.

                                             1.      Administration and Support

TSD is a company which emphasizes on teamwork, network system and continuous improvement of their staff. Company’s organizational structure is more of a matrix structure where employees from different departments are gathered for special projects. These projects are both open and closed.  All the employees are accountable to their department team leaders and then to the CEO and Deputy Director of the company (see Appendix 1).

Their mission they carry out by innovative, highly skilled, unbiased professionals with vision and integrity. They employ accountable and responsible individuals whose effectiveness is reflected in their leadership, strong work, ethic, intelligence, and innovation.

TSD on total has 105 employees, with one CEO, Deputy Director, one HR Head and department team leaders, who constantly help employees to develop their skills and are able to make decisions towards hiring processes.

To read complete HR plan example go to https://drive.google.com/file/d/0B6r-jN5OuaurckZySDRqUnBva2s/view

References: http://www.businessdictionary.com/definition/human-resources-planning.html , 

http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm