Post by rabia994 on Mar 9, 2024 3:39:46 GMT -6
Each department that makes up a company has individual objectives and plans to achieve them, which together form a general plan for the organization. The human resources area is no exception and like the others, it must set goals to achieve, the resources and the best ways to achieve them. Below we will see what an HR plan is, how it is prepared, what should be taken into account and how it can be simplified with Pandapé. What is a Human Resources plan? The Human Resources plan is a document that results from the identification of the present and future objectives and needs of the area, and the proposal of solutions, methods and tools necessary to cover them. It is, basically, a manual with the actions that the human capital department must execute throughout the time for which it is established, which is generally one year, which must include strategies to improve performance, satisfaction and climate. labor (remuneration, types of contract, training, career plan), hiring policies, occupational risk prevention policy, protocols for conflict resolution, tools for personnel management, etc. Characteristics of a good plan There are a series of minimum characteristics that all Human Resources planning should consider: Consider the past, present and future needs of the company.
Determine the personnel, tools and strategies necessary to cover the needs detected. Integrate all aspects and processes related to personnel management. Keep staff information updated. The importance of the HR plan This guide is essential for the correct functioning of the area, since without it many things would have to be improvised without even knowing if they respond to a priority need or what impact they would have. In addition, it is one of the main areas, as it constitutes the highest costs of the company, in terms of payroll and person America Cell Phone Number List nel management. Hence, it must be aligned with business objectives through its retention strategies, organizational culture, satisfaction, etc. Objectives of the Human Resources plan The objectives of the HR plan can be: Implicit in the company's own objectives , which help create the work culture, productivity, job satisfaction and compliance with the standards established by the organization. Explicit , which are expressed in a concrete way with the aim of attracting or retaining talent. For example, modifying remuneration policies, improving staff motivation and commitment such as implementing emotional salary strategies, drawing up career plans, improving onboarding processes, etc.
Closing of the previous year Before starting a new cycle it is necessary to close the previous one. This is especially important in the case of the HR plan since it can provide valuable information that is taken into account for the subsequent plan and thereby determine: What was done well? That which turned out as planned (or as close as possible), or that had the best performance and is worth replicating next year. What should be improved compared to the last year? In order to cut short the problems identified in the organization and avoid dragging them down, it is necessary to establish in the new plan how they can be improved. What challenges await us this year, based on the social and/or sector context? Although there are things that cannot be predicted, with simple research or observations of the context, you can try to respond to changes as best as possible. For example, an airline could consider the highest sales peaks, with respect to holidays. or holidays. What aspects require special attention? Once the context is considered, it is necessary to look internally and see where the company is at a certain moment, what happened in the year with respect to personnel management: turnover rates, compliance with policies, delays.
Determine the personnel, tools and strategies necessary to cover the needs detected. Integrate all aspects and processes related to personnel management. Keep staff information updated. The importance of the HR plan This guide is essential for the correct functioning of the area, since without it many things would have to be improvised without even knowing if they respond to a priority need or what impact they would have. In addition, it is one of the main areas, as it constitutes the highest costs of the company, in terms of payroll and person America Cell Phone Number List nel management. Hence, it must be aligned with business objectives through its retention strategies, organizational culture, satisfaction, etc. Objectives of the Human Resources plan The objectives of the HR plan can be: Implicit in the company's own objectives , which help create the work culture, productivity, job satisfaction and compliance with the standards established by the organization. Explicit , which are expressed in a concrete way with the aim of attracting or retaining talent. For example, modifying remuneration policies, improving staff motivation and commitment such as implementing emotional salary strategies, drawing up career plans, improving onboarding processes, etc.
Closing of the previous year Before starting a new cycle it is necessary to close the previous one. This is especially important in the case of the HR plan since it can provide valuable information that is taken into account for the subsequent plan and thereby determine: What was done well? That which turned out as planned (or as close as possible), or that had the best performance and is worth replicating next year. What should be improved compared to the last year? In order to cut short the problems identified in the organization and avoid dragging them down, it is necessary to establish in the new plan how they can be improved. What challenges await us this year, based on the social and/or sector context? Although there are things that cannot be predicted, with simple research or observations of the context, you can try to respond to changes as best as possible. For example, an airline could consider the highest sales peaks, with respect to holidays. or holidays. What aspects require special attention? Once the context is considered, it is necessary to look internally and see where the company is at a certain moment, what happened in the year with respect to personnel management: turnover rates, compliance with policies, delays.
