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Management and Human Resources Business Plans

The management portion of your business plan, the hr portion of your business plan, frequently asked questions (faqs).

As a startup, it’s never easy to come up with a business plan, let alone the management and human resources sections of a business plan. Despite that, it’s important that you start your business plan for human resources as soon as possible. Doing so gives your management goals a plan that will guide you and keep your business on track as it grows. 

The key components of your human resources business plan should include your organizational structure, the philosophy and needs of your HR department, the number of employees you want to hire, how you plan to manage them, and all the estimated costs related with personnel.

You’ll want to start your HR business plan by outlining your own managerial experience and skills as well as those of your team. Highlight the roles of each member of your team, and any particular areas of strength or deficiency in your personnel lineup. For example, your HR team may be strong in compliance and conflict resolution but weak in hiring. 

Don't worry if you don’t have a complete team in place when you write your HR business plan. Simply use this section to outline the organizational structure along with job descriptions, how you plan to recruit key team members, and what their responsibilities will be.

This section should look like a pyramid with you at the top and will likely have lateral positions. Be as specific as possible when defining an employee's responsibilities because this is what will drive your business.

Do You Need an HR Manager?

If you’re a solo practitioner, you may not think of including an HR manager in your management business plan. However, if you expect to hire non-managerial employees (such as salespeople or clerical workers), you should consider recruiting a human resources manager.

If hiring a human resources manager can’t be done, consider a human resources consultant. Human resource management requires an immense amount of time and paperwork, and an experienced HR consultant will be able to quickly get your payroll and benefits program up and running, affording you more time to concentrate on growing the business. Human resource responsibilities should include:

• Handling FICA and unemployment taxes and paperwork
• Ensuring compliance with the Family and Medical Leave Act
• Staying on top of IRS filings

There are plenty of companies that offer HR management platforms tailored to each business's needs. Research these companies and be sure to include their estimated cost in your HR business plan.

When you develop the HR portion of your business plan, begin by including a brief overview of your HR strategy. Investors may be curious about how your payroll will be handled and the associated costs of administering it, as well as the type of corporate culture you plan to create. Specific items to highlight in the HR section include:

• Payscale: Show the salaries for managers and non-managers based on the market for those jobs.
• Vacation time: Describe your vacation-time policy. How much time do employees get? How quickly does it accrue? Vacation time is not required by law, but most firms offer vacation time to stay competitive and keep employees refreshed. 
• Insurance: Health insurance is a common staple benefit, although skyrocketing prices have forced many firms to cut back on this benefit. If you can’t afford a health plan, look into subsidizing one with employees paying the rest. Alternatively, inquire if a professional insurance representative can help you get a bulk rate.
• Additional benefits: Other things to consider include life insurance, a 401(k) and matching funds, bereavement leave, religious and floating holidays, and a bonus structure, if applicable.

In addition to the key elements above, it helps to have a framework from which to build your HR business plan. Here’s a basic outline that can help you get started: 

• Figure out what your human resources department would need. 
• Determine a strategy for recruiting talent.
• Formulate your hiring process. 
• Develop a training program for new employees. 
• Determine how much you want to pay your team (this is a good spot for payscale info)
• Create performance standards

It may be overwhelming to contemplate these benefits and their costs in the early stages of setting up your business, but in a competitive labor market, your firm needs to offer enough to entice qualified people and, more importantly, to keep them happy.

Consider revisiting your management and HR business plans every couple of years to see if you need to create action steps to refine your processes.

What should be in an HR business plan?

An HR business plan should include a mix of the steps you plan to take to launch an effective HR department, as well as specifics about how you plan to handle time off, insurance, and other benefits you plan to offer.

How do I write a human resources plan?

It helps to start with a simple framework. Try to break the plan down into sections: HR needs, recruitment, hiring, training, pay, and performance reviews. From there, incorporate other aspects of HR, like benefits and promotions.

U.S. Chamber of Commerce. " Does Your Small Business Need an HR Department? "

 University of Minnesota. “ Human Resources Management: 2.2 Writing the HRM Plan .”

Mecklenburg County, North Carolina. “ FY 2020-2022 Strategic Business Plan: Human Resources .”

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Blog Human Resources 6 Steps to Create a Strategic HR Plan [With Templates]

6 Steps to Create a Strategic HR Plan [With Templates]

Written by: Jessie Strongitharm Aug 25, 2022

The backbone of any successful business is the people and processes behind it — that’s why creating a human resources (HR) plan is key. This strategic document drives your business forward by evaluating where your workforce is at, and comparing it to future needs. 

Without an HR plan, organizations can suffer from issues that would have otherwise been avoided. From productivity pitfalls to costly employee turnover, there’s no shortage of risks you can sidestep if you do human resource planning in advance. 

Not sure where to start? No worries. I’ve outlined six steps you can take to create an effective HR plan that ensures your organization is well-staffed and well-served. You’ll also find a variety of  HR templates  that you can customize in just a few clicks — no design expertise required. 

Click to jump ahead:

What is human resource planning?

• Assess employees’ current skill levels
• Forecast your labor needs based on available information
• Revisit your organizational design
• Outline how you will manage, motivate and retain talent 
• Align your workforce planning with your budget 
• Establish KPIs for your human resource planning objectives

Human resource planning is the process of considering the current and future “people needs” of an organization.

This involves evaluating an organization’s workforce structure and protocols to ensure operational goals are met, productivity stays high and future demands for labor and talent can be fulfilled. 

The result of this process is the creation of an HR plan, which typically takes the form of a written document sometimes autogenerated using HR software . These documents tend to follow a similar structure to most  strategic business plans  and are created on an annual basis, by HR managers or company leaders.

Check out the template below for an example. 

This eye-catching, one-page  HR Strategic Plan Template  offers a concise summary of your human resource planning efforts, so you can easily share info with colleagues. 

Just swap out the text and visual assets for those of your choosing in  Venngage’s editor , and you’re off to the races. 

6 steps to create a strategic HR plan

Ready to create a strategic plan for the human resources that power your business? Here are six steps to help you succeed at the human resource planning process.

1. Assess current employees’ skill levels

The first step to creating a future-forward HR plan is to assess employees’ current skill sets, and compare them to your operational needs moving forward. This will help you identify gaps and inform any hiring of new employees.

Employees’ skill levels can be assessed by reviewing their work history, hard and soft skills and professional growth over time. 

Using a matrix is a great way to understand where the skill gaps in your current workforce exist. Below is an example that describes the skills needed for different marketing roles. 

Don’t need it for marketing specifically? No worries — you can fully customize this template by swapping in your own text to examine any human resource gaps. 

Another way to assess skills is by giving employees a questionnaire they can fill out. This  Employee Competency Assessment Template  does just that.

Based on the information collected, you’ll get a sense of what positions best suit each individual, and whether any upskilling or hiring is required. 

2. Forecast your labor needs based on available information

Next in your strategic strategic HR management plan, you’ll want to consider the future. This involves accounting for any upcoming changes to your workforce, so operations can continue without error.

When forecasting labor needs, the following should be considered: 

• Planned promotions
• Upcoming retirements 
• Layoffs 
• Personnel transfers 
• Extended leaves of absence (i.e. maternity/paternity leave) 

Beyond those, it’s a good idea to assess the impact of external conditions on your labor needs during your human resource planning. For example, new technological developments may decrease the amount of employees you require to operate your business. 

3. Revisit your organizational design

Organizational design is the process of structuring the way a business operates so it can best achieve its goals. This is hugely important when it comes to your human resource planning process! 

With a clear understanding of your organization’s strategic objectives in mind, reviewing your organizational design allows you to understand the staffing requirements you’ll need to succeed at them. This means taking into account your  organizational structure  and chains of command, as well as how work gets done and the way information flows.

 From there, you’ll be able to see which departments need more team members so it can accomplish the organization’s objectives. 

An easy way to get started is by using an organizational flow chart. 

With its color coding and layout, even a new manager can quickly look at this chart to identify the people responsible for leading teams and making decisions. 

And if there are any changes, it’s easy to to reflect them in the chart itself. All you need to do is customize the text and visual assets in  Venngage’s Chart Maker  as desired. 

Not quite your style? There’s plenty of other  organizational chart templates  to choose from. 

Here’s an organizational chart that’s perfect for small businesses that have limited employees. One quick look, and you’re good to go. 

The bottom line is, no matter how big or small your business may be, you should always revisit your organizational design to optimize your workforce management and business operations. 

Related:  Types of Organizational Structure [+ Visualization Tips]

4. Outline how you will manage, motivate and retain talent 

In this day and age, it’s a known fact that companies must provide more than just a paycheque to attract and retain talent, and encourage growth. 

It’s true —  studies have shown  employees are more engaged in their work when they feel it is meaningful, fulfilling and slightly challenging. So your human resource plan should consider how to inspire such feelings, and what actions you can take to motivate employees to stay. (Hint: a strong HR training and development program is key.)  

The  talent management infographic template  below is a great way to begin. 

Using this  process chart , you can detail the steps you’ll take to retain the talent you have. Reference it as needed in your human resource planning.

 Another great way to keep staff motivated and geared towards their professional growth is by coming up with  ideas for employee development . Facilitating a company culture that champions continuous learning guarantees your team will feel supported and challenged in all the right ways.

The two employee development plan templates below will help you do just that. 

Though both templates are geared towards healthcare organizations, it’s easy to customize their content in Venngage to promote the continuous learning and development of employees in any industry.

 As a result, your employees will be able to reach their full potential, while simultaneously supporting the long-term goals of your organization. 

Related:  6 Employee Development Ideas for Efficient Training

5. Align your workforce planning with your budget 

 Let’s face it, human resources ain’t cheap.

 Meaning, if you struggle at organizing and monitoring your HR budget, you’re bound to overspend on your initiatives —and no financially savvy business wants that. 

That’s why I recommend including financial information in your HR planning process, so you can reference your budget and expenses as needed. This includes not only hiring and training costs but also the complexities of managing a global payroll for diverse teams.

Ensuring this allows you to stay within range as you work towards achieving your strategic goals for human capital . Plus, you don’t need to use one that contains walls of text and wack-loads numbers. Check out the clean and cheery option below — it’s as easy to fill out as it is to understand. 

And if you’re looking to compare a forecasted budget to previous annual spending when strategizing your HR budget, the  Budget Comparison Infographic Template  below will help. 

The bar graph is a great  data visualization  of annual expenses, organized by category. Just add (or import) any values to Venngage’s editor, swap out the text, and you’re ready to compare with ease. 

Related:  10+ Expense Report Templates You Can Edit Easily

6. Establish KPIs for your human resource planning objectives

Measurable results are important when it comes to your HR planning processes, because they indicate whether your strategy is working or not. 

Keeping those metrics in mind, your company can make adjustments and improve upon any future plans — AKA strategize for future success in business. That’s why your human resource plan should include info re: the specific key performance indicators (KPI) you’ll be measuring. 

KPIs are established to help determine if HR strategies and plans are working. Much like those used for evaluating the performance of  marketing  or  sales plan , KPIs for human resources are measurable results that indicate an organization’s success at achieving predetermined goals.

These may take the form of headcounts, turnover rates, demographic information, time to hire and employee satisfaction scores. 

Here’s one employee satisfaction survey you can use to understand your workforce better. 

When you’re ready to organize those HR KPIs in a document, the  recruiting template  below is perfect for keeping tabs at a glance. 

Related:  10+ Customizable HR Report Templates & Examples

How do I make an HR plan? 

After you’ve collected the data you need, you’ll want to convey this info in an engaging, professional manner for easy referencing and sharing amongst colleagues. Given this, using Venngage is the best route to go. 

Here are the simple steps to help you bring an actionable HR plan to life: 

• Outline the information you would like to include in your strategic hr plan
• Pick the human resource planning templates that best suits your needs 
• Customize the templates’ text and visual assets so they speak to your organization 
• Apply your company’s brand guidelines with a few clicks using Venngage’s automated branding feature,  My Brand Kit
• Download and share as desired

Note: sharing is available free-of-charge. However, the option to download your creations and access features like  My Brand Kit and Team Collaboration  are available with a  Business plan . 

FAQ about HR plans

How long should an hr plan be .

There are no hard and fast rules when it comes to the length of an HR plan. That being said, if you’re going to share it with colleagues, you probably don’t want to create a 20+ page document. One to five pages should suffice. 

Try to be as concise as possible when relaying the facts, and use  data visualizations  wherever possible to save room.

Do I need an HR contingency plan?

In the same way creating an HR plan is a proactive move that helps your organization account for future needs, it’s a good idea to devise an HR contingency plan. This ensures there’s a back-up plan in place should your initiatives not go as expected. 

For example, if you’ve identified that you need five new hires to keep up with consumer demand, but the talent pool is lacking, a contingency plan could house suggestions for restructuring your workforce to mitigate this. 

In other words, it’s best-practice to hope for the best, but prepare for the worst. 

Is an HR plan different from an employee development plan?

Yes. While an HR plan is a strategic document describing how an organization addresses its personnel-related needs at a high-level, an  employee development plan  outlines the processes needed to help an individual achieve their professional goals.

 Even though the human resource planning process may involve outlining some employee development tactics, it is not unique to each employee as in the case of an employee development plan.

Make your HR planning processes effortless 

You don’t need a crystal ball to feel confident about your people moving forward. With a solid HR plan and strategy in place, you’ll prime your workforce — and all business endeavors — to succeed in even the most competitive of markets. 

Just remember this: human resources planning, and creating strategic business plans in general, doesn’t have to be exhausting. 

With Venngage’s huge selection of  professionally-designed templates  and easy-to-use editor, all it takes is a few minutes to produce a polished document perfect for all your needs.  Sign up for free today ! 

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HR Business Plan Template: Everything You Need to Know

With an HR business plan template, you can help your company recruit new employees, retain existing employees, and guide the development of the workforce. 4 min read updated on February 01, 2023

With an HR business plan template, you can help your company recruit new employees, retain existing employees, and guide the development of the workforce so that you collectively meet your business objectives, regardless of any changes in the industry or economy.

When creating your HR business plan, you need to perform a needs analysis of your workplace to tailor the plan to your company's requirements. You'll also need to learn about the industry standards for your field to make sure you're competitive.

Without such a plan in place, your workers will feel unprepared and won't know how to work towards your company's overall goals.

Steps for Developing a Human Resources Department Business Plan

There are several steps to creating an HR business plan. They include:

• Clarify the requirements . While you might be tempted to create a detailed plan that encompasses the entire company's next 10 years, hold off. Always talk with your boss to see how much detail he or she would like in the plan. This will save you time and help streamline the process. However, there's no harm in creating your own personalized strategic plan for your specific department.
• Read through the HR job descriptions . The HR department typically has employees such as HR assistants, HR generalists, and an HR director . Read through the job descriptions for each worker in the department and see what kind of duties are missing. Brainstorm additional functions that each job role could provide to the company.
• Curate your list . Take the different functions you've brainstormed and compare them to what each member of the HR department is already doing. Are there functions you could add or subtract from each employee for more productivity? You don't have to go into detail here, but just think about how you could improve each role.
• Schedule a meeting with the executives . Before you make any changes, you'll obviously need to get input and approval from the company's executives. They may have more feedback on how the HR department can provide additional services and support the company's overall goals and mission.
• Create a feedback form . Come up with a list of questions to ask leadership about HR's role in the company and provide it to them in advance of the meeting so they have time to think it over and talk with their staff. You may even want to provide a rating and ranking format for the questions, as this will make their responses easy to understand and implement. Overall, this is a key process to understanding what management and employees want and need from the HR department.
• Look at external resources . While the internal information you're collecting is the most important, it also doesn't hurt to take a look at data from professional organizations and websites, such as the Society for Human Resource Management , The Balance , or HR Magazine . You can also ask colleagues from other local organizations for tips on creating your business plan.
• Use this information to make a plan . With your ideas, feedback from executives, and tips from external resources, you should have a clear idea of what your plan should look like. The things that are missing from the HR department should now be clear, and this should guide you on what to focus on to improve HR's contribution to the company.
• Identify goals for this year and next . While your plan can have long-term goals, keep the majority of them a little bit shorter in scope to see how things work out. This gives you the chance to reorganize and restructure if things aren't going right. Consider creating a list of accomplishments you can reach for the end of this year and into the next.

A Real Life Example

If you're seeking more guidance on how to create a successful HR business plan, look to Starbucks as an example.

As the world's largest coffee chain, Starbucks had $21.3 billion in sales in 2016.

Despite these massive numbers, Starbucks maintains the same approach to their human resources department. All of the HR planning is guided by the company's organizational strategy and brand.

Their strategy is to use specific interview techniques when hiring new employees. This lets them identify potential leaders and place them in a "New Partner Orientation and Immersion" training program. With this system, Starbucks has achieved the lowest employee turnover rate in the quick-service restaurant industry.

Starbucks also offers numerous employee perks and dedicates a lot of time to employee training through an online portal that teaches employees essential job skills.

If you need help with your HR business plan template, you can post your legal need on UpCounsel's marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.

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Human Resources Consulting Business Plan

Start your own human resources consulting business plan

Human Capital Maximizers

Executive summary executive summary is a brief introduction to your business plan. it describes your business, the problem that it solves, your target market, and financial highlights.">.

Human Capital Maximizers (HCM) is a human resource consulting company located in Portland, Oregon.  HCM has expertise in a wide range of HR areas and is targeting the emerging company market.  HCM will offer this market the ability to compensate client’s employees with stock options from their company.  This will be especially appealing to many start-up companies that find capital scarce. 

Major Adversity, the founder and owner will be leveraging his past and current personal/professional relationships to generate business for Human Capital Maximizers.  Major will be the sole employee until month six when he will be hiring a human resource specialist/manager to help out with the consulting.  Human Capital Maximizers will show increasing profitability over the next three years.

1.1 Keys to Success

The keys to success are to provide a needed service while providing a flexible means of compensation.

1.2 Mission

Human Capital Maximizers’ mission is to provide human resource consulting for emerging companies.  We exist to attract and maintain customers.  When we adhere to this maxim, everything else will fall into place.  Our services will exceed the expectations of our customers.

1.3 Objectives

The objectives for the first three years of operation include:

• To create a service-based company whose primary goal is to exceed customer’s expectations.
• To increase our number of clients served by 20% per year through superior performance and word-of-mouth referrals.
• To develop a sustainable start-up consultancy firm that can survive off its own cash flow and has significant equity holdings in emerging companies.

Company Summary company overview ) is an overview of the most important points about your company—your history, management team, location, mission statement and legal structure.">

Human Capital Maximizers is a HR consultancy firm serving the Portland area market. HCM will be set up as an Oregon Corporation owned by Major Adversity and will focus on emerging companies.

2.1 Company Ownership

Human Capital Maximizers is a privately held Oregon corporation founded and owned by Major Adversity.

2.2 Start-up Summary

Human Capital Maximizers will incur the following start-up expenses:

• Two desks, two chairs, and two lockable file cabinets.
• Two computer systems including a CD-RW, printer and a third computer to serve as a server.
• DSL router and DSL connections.
• Two telephones, fax machine, and copier.

Please note that the following items which are considered assets to be used for more than a year will labeled long-term assets and will be depreciated using G.A.A.P. approved straight-line depreciation method.

Human Capital Maximizers provides human resource consulting to emerging companies in the Portland/Vancouver market.   Human Capital Maximizers will charge a below market rate and take stock options in the company.  Human Capital Maximizers will  provide consulting for the following service areas:

• Human resource management.
• Organizational management.
• Professional development.
• Employee relations.
• Labor relations.
• Benefits and compensation.
• HR policy and procedure.
• Executive search.
• Sexual harassment.
• Position classification.
• Personnel management systems.
• Performance evaluations.

The pricing structure will either be an hourly rate or a per project fee.  These options will be settled on in negotiation with the client.  In general, Human Capital Maximizers is willing to be as flexible as possible.

Market Analysis Summary how to do a market analysis for your business plan.">

Emerging companies will be the target market for several reasons:

• They are in need of HR services as they are growing rapidly.
• They often do not have a large enough in-house solution as they are increasing in size.
• Capital is a scarce resource for emerging companies so the ability to accept stock options in replace of cash is appealing.

The emerging company market can be further broken down into two categories, technology and non-technology.  The significance of the breakdown is not that significant because many of the networking activities are occurring in settings that do not differentiate between technology and non-technology.

4.1 Market Segmentation

Human Capital Maximizers market can be segmented into two different groups, emerging high-tech companies and emerging non-high tech companies.  The emerging high-tech companies are going to be the larger of the two segments.  Even with the Internet bubble bursting within the last year, there are still many different emerging high-tech companies proliferating.  This is evidenced by the Business Journal of Portland which in their annual list of fastest growing companies for this year, 18 of the top 25 were technology companies.

There are also non-technology companies that are emerging in the Portland area and Human Capital Maximizers will be able to serve them as well.

4.2 Target Market Segment Strategy

Human Capital Maximizers’ two markets will be primarily targeted through networking activities.  Some networking will be conducted through the Oregon Entrepreneur Association, an association that supports entrepreneurial ventures in the local area.   This organization has monthly meetings that are in round-table format, allowing members to socialize.

Human Capital Maximizers will also be networking from personal/professional contacts that Major has developed professionally in the last five years in the HR/start-up industry.  HCM will also be relying on word of mouth to grow its customer base.

Strategy and Implementation Summary

Human Capital Maximizers will use their competitive edge of compensation flexibility to attract emerging companies.  This competitive advantage is especially valuable to emerging companies who are typically struggling to find enough capital to grow their business.  Accepting stock options as compensation is useful because equity is one thing these companies have lots of (that is of course if they haven’t given it all away to the Venture Capitalists).

5.1 Milestones

Human Capital Maximizers will have several milestones early on:

• Business plan completion.  This will be done as a roadmap for the organization.  This will be an indispensable tool for the ongoing performance and improvement of the company.
• Set up office.
• HCM’s first five customers.
• Profitability.

5.2 Sales Strategy

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Major will also be able to speak about Human Capital Maximizers ability to accept options in lieu of cash.  This will be appealing to companies, particularly in the current capital market which is quite scarce.  Since capital is more difficult to come by now than in the last few years, emerging companies will be excited about this option.

5.2.1 Sales Forecast

The first month will be used to set up the office.  Additionally, during the first month Major will be working hard on developing contracts. The second month will see some activity, but it will not be until month six when business will be picking up at a higher rate.  Sales will continue to grow through year three.

5.3 Competitive Edge

Human Capital Maximizers competitive edge is their flexibility for compensation.  Most or all other companies require compensation to be in the form of cash, for them cash is king.  Human Capital Maximizers is able to take stock options in lieu of some cash.  While Human Capital Maximizers needs some cash to float the business, it can take up to 75% of its fees in equity.  Human Capital Maximizers is able to do this because they have secured an office space that is low in cost, helping them reduce their overhead.  In addition, Major’s wife contributes a significant portion of money to the household so Major is not in need of a lot of monthly compensation.  This allows him to accept options as payment in hopes of an upside to come several years for now. (Please note the the HR industry, unlike law firms and accounting firms do not run into conflict of interests situations regarding receiving equity as compensation.)

Web Plan Summary

The website will be used as a resource that prospective companies can view to gain more information about the company.  In essence it is Human Capital Maximizers’ brochure.  On the site there will be information about the management of the company and corresponding bios indicating all of their experience.  Also on the website will be a list of present and past clients and information regarding Human Capital Maximizers’ fee structure and willingness to accept stakes of option.

6.1 Website Marketing Strategy

The marketing of the website will consist of submitting it to the popular search engines.  The website will be used more as a information tool that prospective companies can be sent to for more information about Human Capital Maximizers as opposed to marketing the website in order for the website to develop new leads.

6.2 Development Requirements

The development requirements will entail hiring an individual (preferably a student for cost saving purposes) to develop and produce the site.

Management Summary management summary will include information about who's on your team and why they're the right people for the job, as well as your future hiring plans.">

Major Adversity, the founder and owner received his undergraduate degree in marketing from Reed College.  After completing college Major recognized that he would eventually need to go to graduate school but was not ready to yet. 

Major worked in a large bicycle store for four years after college.  Major started out as a mechanic but quickly moved up to manager where he was responsible for much of the operation.  Some of the new responsibilities that Major enjoyed was the interviewing, selection & hiring, compensation, and employee relations.  After fours years in the bike shop Major was looking for a new challenge so he entered the University of Portland to pursue his MBA. 

Major received his MBA within two years and went to work for Nike out of school in their HR department.  After a year and half Major left Nike to work for a HR consultancy boutique that worked primarily with technology companies, many of them start ups.  Major enjoyed this thoroughly because of the dynamic environment that his clients worked in.  Major stayed with this firm for a total of four years.  

Toward the end of Major’s four years he got married and his wife, as a professional, was contributing large amounts of salary to the household.  This led Major to consider opening his own HR consultancy because he would be able to undertake some risk since the household was supported to a large degree by his wife.  Additionally, Major was could consider taking equity as compensation because a monthly salary was not a necessity.

7.1 Personnel Plan

Major will work full time for Human Capital Maximizers.  By month six Major will have developed more work than he will be able to manage himself and he will hire an additional HR consultant to help him out.  The employee will receive a straight salary and will have no future equity options in the client’s companies.  This employee will be given HR projects and will do the research and sometimes present the findings to the client, other times will allow Major to present to the client.

Financial Plan investor-ready personnel plan .">

The following sections will outline important financial information. Please note that the stock options granted in lieu of compensation are not entered into the financial plan as they are not yet of value.  Upon exercising the options there will be tax consequences (because one of the realizing events has occurred) as well as assets to be accounted for.

8.1 Important Assumptions

The following table details important financial assumptions.

8.2 Break-even Analysis

The Break-even Analysis is shown below.

8.3 Projected Profit and Loss

The following table will indicate projected profit and loss.

8.4 Projected Cash Flow

The following chart and table will indicate projected cash flow.

8.5 Projected Balance Sheet

The following table will indicate the projected balance sheet.

8.6 Business Ratios

The following table outlines some of the more important ratios from the Management Consulting Resources industry. The final column, Industry Profile, details specific ratios based on the industry as it is classified by the Standard Industry Classification (SIC) code, 8742.

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HR Consulting Business plan Template

Written by Dave Lavinsky

HR Consulting Business Plan

You’ve come to the right place to create your Human Resources Consulting business plan.

We have helped over 1,000 entrepreneurs and business owners create business plans and many have used them to start or grow their HR Consulting businesses.

Below is a template to help you create each section of your Human Resource business plan.

Executive Summary

Business overview.

HR Solutions is a startup human resources company located in Spokane, Washington. The company is founded by Tremaine Jackson, a former human resources manager in a large retail company. Tremaine led a team of twenty human resources employees in overseeing all aspects of human resources for the employer and developed a unique application that he has decided to introduce in his new company, HR Solutions.

HR Solutions will be the comprehensive leader in human resource training, management, negotiations, and solutions-finding company in the state of Washington. They will provide everything human resource personnel need to hire and effectively onboard new employees, as well as everything needed to maintain proper records, effectively cover communication and employee relations, and become proactive about potential conflicts.

Product Offering

The following are the services that HR Solutions will provide:

• Proprietary app that creates comprehensive HR management plans
• Training to maximize personnel potential
• Assistance in compliance with laws and regulations
• Curated HR solutions to solve employee issues
• Assistance in establishing productive work environments
• Onboarding from A to Z
• “Support Cadre” for HR management personnel
• Recruitment and talent acquisition training
• Organizational process-and-procedure manual

Customer Focus

HR Solutions will target small-to-large businesses in the Spokane, Washington region. HR Solutions will also target Washington state with select online training programs and sales of the proprietary HR app. HR Solutions will target C-suite executives in Spokane.

Management Team

HR Solutions will be owned and operated by Tremaine Jackson. He recruited his former administrative assistant, Sharlene Harris, to be his Administrative Manager in HR Solutions, where she will provide oversight of all personnel and HR responsibilities within the company itself. He also recruited Mason Wright, a former associate and HR manager, to be the Senior HR Advisor within the startup; he will lead the other HR managers in their roles as client-focused solution providers.

Tremaine Jackson is a graduate of the University of Washington in Seattle, where he majored in Human Resource Development. He has been a human resources manager in a large retail company, where he led a team of twenty human resources employees in overseeing all aspects of human resources for his employer and he developed a unique application that he has decided to introduce in his new company, HR Solutions. Former clients and associates have indicated they will follow him when he establishes HR Solutions.

Sharlene Harris holds a bachelor’s degree in Business Administration from Spokane College. She has been Tremaine’s administrative assistant for ten years and her new role will be the Administrative Manager in HR Solutions. She will provide oversight of all personnel and HR responsibilities within the company itself.

Mason Wright, a former associate and HR manager, developed a large following of loyal clients. He will be the Senior HR Advisor within the startup; he will lead the other HR managers in their roles as client-focused solution providers. His clients have indicated that they will follow him into the startup business.

Success Factors

HR Solutions will be able to achieve success by offering the following competitive advantages:

• Friendly, knowledgeable, and highly-qualified team of HR Solutions

Financial Highlights

HR Solutions is seeking $200,000 in debt financing to launch HR Solutions. The funding will be dedicated toward securing the office space and purchasing office equipment and supplies. Funding will also be dedicated toward three months of overhead costs to include payroll of the staff, rent, and marketing costs for the print ads and marketing costs. The breakout of the funding is below:

• Office space build-out: $20,000
• Office equipment, supplies, and materials: $10,000
• Three months of overhead expenses (payroll, rent, utilities): $150,000
• Marketing costs: $10,000
• Working capital: $10,000

The following graph outlines the financial projections for HR Solutions.

Company Overview

Who is hr solutions.

HR Solutions is a newly established, full-service human resource company in Spokane, Washington. HR Solutions will be the most reliable, cost-effective, and effective choice for HR managers and leaders in Spokane. Certain online programs and the proprietary app will also be the most effective and productive options for HR personnel throughout the state of Washington. HR Solutions will provide a comprehensive menu of training, recruitment, personnel, solution-finding services for any company to utilize. Their full-service approach includes a comprehensive set of training, management, and solution options.

  HR Solutions will be able to provide superior HR support and solutions to every business. The team of professionals are highly qualified and experienced in onboarding, training and creating solutions for every human resource quandary. HR Solutions removes all headaches and issues of the human resource personnel and ensures clients find the best answers to all their HR needs with the outstanding customer service found at HR Solutions.

HR Solutions History

HR Solutions is owned and operated by Tremaine Jackson. Tremaine Jackson is a graduate of the University of Washington in Seattle, where he majored in Human Resource Development. He has been a human resources manager in a large retail company, where he led a team of twenty human resources employees in overseeing all aspects of human resources for his employer and he developed a unique application that he has decided to introduce in his new company, HR Solutions. Former clients and associates have indicated they will follow him when he establishes HR Solutions.

Since incorporation, HR Solutions has achieved the following milestones:

• Registered HR Solutions, LLC to transact business in the state of Washington.
• Has a contract in place for a 20,000 square foot office space within a downtown Spokane building.
• Reached out to numerous former clients and contacts to include those who will refer and recommend HR Solutions.
• Began recruiting a staff of ten HR managers and three office personnel to work at HR Solutions.

HR Solutions Services

The following will be the services HR Solutions will provide:

Industry Analysis

The human resources industry is expected to grow during the next five years to over $35 billion. The growth will be driven by an increased number of young employees who require extensive training and onboarding. The growth will be driven by an increased need for employees as the older demographic employee retires. The growth will be driven by an increase in the number of employees who are new to the U.S. and require assistance in onboarding and training. The growth will be driven by new technological advances that are not yet known. Costs will likely be reduced as new applications, such as the one created by HR Solutions, are created and introduced into the industry.

Customer Analysis

Demographic profile of target market, customer segmentation.

HR Solutions will primarily target the following customer profiles:

• Small-to-large businesses in the Spokane region
• Small-to-large businesses throughout Washington (select programs/app)
• C-suite executives in Spokane

Competitive Analysis

Direct and indirect competitors.

HR Solutions will face competition from other companies with similar business profiles. A description of each competitor company is below.

Human Resource RX

Human Resource RX was founded in 2005 by Reme and Janette Choux. As former human resource negotiators within a large firm, they developed distinctive programs that can help HR managers reduce conflicts in the workplace. In addition, the programs assist personnel in recuperating from workplace trauma and other difficulties or issues that arise in the office.

Human Resource RX, headquartered in Spokane, claims to be the “Best HR Prescription” for companies that require assistance in the form of management and oversight in trauma or difficulty. Human Resource RX also assists in compliance issues within the state of Washington, bringing expert advice into thorny issues that can potentially lead to litigation. The company has three offices throughout Washington, each with a staff of twelve “HR managers” who service local businesses. The company has maintained a good standing within the state of Washington, although there have been two separate issues of incorrect legal advice offered to clients. The matters were both brought by former clients to the court system and eventually resolved.

Premier Human Resource Associates

Premier Human Resource Associates is owned and operated by Tami Watson, an HR executive with over thirty years of experience. She is joined in the company by her daughter, Reyna Watson, a recent graduate of Spokane College, where she earned a bachelor’s degree in Communication. Premier Human Resource Associates is located in Spokane and offers an extensive onboarding and training program to support HR managers within local hospitals and medical clinics.

The bulk of services provided to HR managers includes various specific onboarding and training needs of nurses, LVNs, and other care providers. Attention is given in particular to the processes of sanitation and hygienic practices, along with the methods of communication used within these specific businesses. To date, the company has assisted in successfully onboarding over 5,000 nurses and other caregivers.

Transport HR Training

Transport HR Training was started in 1997 as a result of multiple difficult issues within the truck driving industry in Washington. In the decades since, Transport HR Training has established the full spectrum of services and products for HR associates in the long-haul and short-transport businesses. Specific practices and procedures relating to, in particular, medical issues of drivers, have been developed to smooth the HR process and align truck drivers with services they need. Transport HR Training offers a comprehensive package of services that includes negotiation in conflict, onboarding specifics, driver training, legal procedures and processes, and other truck driver-specific conditions.

Competitive Advantage

HR Solutions will be able to offer the following advantages over their competition:

Marketing Plan

Brand & value proposition.

HR Solutions will offer the unique value proposition to its clientele:

Promotions Strategy

The promotions strategy for HR Solutions is as follows:

Word of Mouth/Referrals

HR Solutions has built up an extensive list of clients and contacts over the years by providing exceptional service and expertise to their clients. Associates will follow them to their new company and help spread the word of HR Solutions.

Professional Associations and Networking

HR Solutions will extensively network throughout HR association and industry events. They will take an active role in leadership wherever invited to do so and will work to support the efforts of all associates or members.

Website/SEO Marketing

HR Solutions will fully utilize their website. The website will be well organized, informative, and list all the services that HR Solutions provides. The website will also list their contact information and list their available times to make reservations during the week. This will allow HR managers to speak with HR Solutions when most beneficial to the client. The website presence will engage SEO marketing tactics so that anytime someone types in the Google or Bing search engine “Human Resources company” or “HR near me”, HR Solutions will be listed at the top of the search results.

The pricing of HR Solutions will be moderate and on par with competitors so customers feel they receive excellent value when purchasing their services.

Operations Plan

The following will be the operations plan for HR Solutions. Operation Functions:

• Tremaine Jackson will be the Owner and President of the company. He will oversee all staff and manage client relations. He has spent the past year recruiting the following staff:

Milestones:

HR Solutions will have the following milestones completed in the next six months.

• 5/1/202X – Finalize contract to lease office space
• 5/15/202X – Finalize personnel and staff employment contracts for the HR Solutions
• 6/1/202X – Finalize contracts for new HR Solutions clients
• 6/15/202X – Begin networking at industry events
• 6/22/202X – Begin moving into HR Solutions office
• 7/1/202X – HR Solutions opens its office for business

Financial Plan

Key revenue & costs.

The revenue drivers for HR Solutions are the fees they will charge to clients for their services, online training and proprietary app.

The cost drivers will be the overhead costs required in order to staff HR Solutions. The expenses will be the payroll cost, rent, utilities, office supplies, and marketing materials.

Funding Requirements and Use of Funds

HR Solutions is seeking $200,000 in debt financing to launch its human resources company. The funding will be dedicated toward securing the office space and purchasing office equipment and supplies. Funding will also be dedicated toward three months of overhead costs to include payroll of the staff, rent, and marketing costs for the print ads and association memberships. The breakout of the funding is below:

Key Assumptions

The following outlines the key assumptions required in order to achieve the revenue and cost numbers in the financials and in order to pay off the startup business loan.

• Number of Clients Per Month: 40
• Average Revenue per Month: $80,000
• Office Lease per Year: $100,000

Financial Projections

Income statement, balance sheet, cash flow statement, human resource business plan faqs, what is a human resource business plan.

A human resource business plan is a plan to start and/or grow your human resource business. Among other things, it outlines your business concept, identifies your target customers, presents your marketing plan and details your financial projections.

You can easily complete your Human Resource business plan using our Human Resource Business Plan Template here .

What are the Main Types of Human Resource Businesses? 

There are a number of different kinds of human resource businesses , some examples include: Human Capital Strategy, Compensation & Benefits, Talent Management, and Professional Development.

How Do You Get Funding for Your Human Resource Business Plan?

Human Resource businesses are often funded through small business loans. Personal savings, credit card financing and angel investors are also popular forms of funding.

What are the Steps To Start a Human Resource Business?

Starting a human resource business can be an exciting endeavor. Having a clear roadmap of the steps to start a business will help you stay focused on your goals and get started faster.

1. Develop A Human Resource Business Plan - The first step in starting a business is to create a detailed human resource business plan that outlines all aspects of the venture. This should include potential market size and target customers, the services or products you will offer, pricing strategies and a detailed financial forecast. 

2. Choose Your Legal Structure - It's important to select an appropriate legal entity for your human resource business. This could be a limited liability company (LLC), corporation, partnership, or sole proprietorship. Each type has its own benefits and drawbacks so it’s important to do research and choose wisely so that your human resource business is in compliance with local laws.

3. Register Your Human Resource Business - Once you have chosen a legal structure, the next step is to register your human resource business with the government or state where you’re operating from. This includes obtaining licenses and permits as required by federal, state, and local laws.

4. Identify Financing Options - It’s likely that you’ll need some capital to start your human resource business, so take some time to identify what financing options are available such as bank loans, investor funding, grants, or crowdfunding platforms.

5. Choose a Location - Whether you plan on operating out of a physical location or not, you should always have an idea of where you’ll be based should it become necessary in the future as well as what kind of space would be suitable for your operations.

6. Hire Employees - There are several ways to find qualified employees including job boards like LinkedIn or Indeed as well as hiring agencies if needed – depending on what type of employees you need it might also be more effective to reach out directly through networking events.

7. Acquire Necessary Human Resource Equipment & Supplies - In order to start your human resource business, you'll need to purchase all of the necessary equipment and supplies to run a successful operation.

8. Market & Promote Your Business - Once you have all the necessary pieces in place, it’s time to start promoting and marketing your human resource business. This includes creating a website, utilizing social media platforms like Facebook or Twitter, and having an effective Search Engine Optimization (SEO) strategy. You should also consider traditional marketing techniques such as radio or print advertising. 

HR STRATEGY

What is Human Resource Planning?

Effective human resource planning helps organizations proactively adapt and pivot their talent strategies for future needs. Learn more.

Table of contents

What is human resource planning.

Human resource planning helps organizations identify current and future workforce needs as they relate to the overall strategic priorities for the company. It is the steps and processes that organizations take to properly plan their HR requirements and programs to ensure they are in alignment with the company’s strategic plan.

Most employees in most organizations have very little interaction with the human resources function. They work with HR during the recruitment and hiring process, the onboarding process and often during termination of employment. In between these two bookends, employees may go years at a time without speaking with HR.

But, the work that goes into HR planning has a direct impact on all employees at an organization. As such, it’s important that this side of the organization is clearly understood by all parties involved.

The nature of HR planning

It’s perhaps understandable then that most people inside most organizations are unaware of the tremendous amount of planning that the HR function engages in on a day-to-day basis. While R&D and product teams work on their product roadmaps, finance and accounting teams plan how and where to spend and invest corporate funds and the sales and marketing teams plan how to drive in more revenue, the HR team is also hard at work planning for the future. HR departments need to plan for recruitment and retention, employee training and development, succession, compliance within a dynamic legal and regulatory environment and much more.

Here we take a look at the nature of HR planning, some of the pros and cons, examples, and how Visier can help organizations of all sizes with their HR planning needs.

Elements of HR planning

Any business plan involves thinking about the future environment within which the business will operate and trying to predict the challenges and opportunities that will be a part of that environment. With these challenges and opportunities in mind, businesses then think about the best ways to address those challenges and capitalize on those opportunities. 

Next, the business needs to take stock of its current strengths, weaknesses, and general capabilities. Finally, the business creates a plan to move from where it is today to where it believes it needs to be in the future.

This general process applies as much to the human resources function as it does to sales, marketing, finance, accounting, product development, or any other corporate function.

Practical applications

HR planners follow the process described above with respect to their particular areas of responsibility. This may include ensuring the company has adequate staff capable of performing the core functions required to keep the business moving, helping the company stay compliant with new legal and regulatory requirements impacting workers and employers, or ensuring company-provided employee benefits can continue and even potentially expand subject to budget constraints.

HR planning involves short-, medium-, and long-term goals and can refer to the general strategic work of a particular HR department or specific, individual plans of varying time horizons. 

For example, an HR plan may be to hire five new customer service representatives by the end of the fiscal year. To achieve this short-term goal, the HR team will need to identify channels through which to market the new position, create and post ads for the customer service representative positions via those channels, process applications, interview candidates, make job offers, and potentially negotiate with the selected candidates. This is a relatively simple example, and there are many intermediate steps involved, all of which also require planning and preparation.

The HR planning process involves not only putting together a roadmap as provided in the example above, but also creating a target timeline and securing and allocating human and other resources. For example, staff to contact job applicants, money to pay for job ad placement and the salary to pay a new hire.

What are the pros and cons of human resource planning?

There are many, many benefits to HR planning. And while there are some potential drawbacks of HR planning, these can be avoided with proper preparation, organization, design, and execution.

Pros of HR planning

First and foremost, HR planning allows organizations to be proactive instead of reactive . A proactive HR department would, for example, be aware of potential regulatory changes impacting the organization well in advance of their effective date. This would ensure compliance and even open the door to potentially finding opportunities in the new regulatory landscape. 

A reactive company, on the other hand, would be caught flatfooted and be left scrambling to comply with the new regulations in the nick of time or even after-the-fact. By identifying and planning for the world of tomorrow, HR teams and the broader organization can capitalize on future opportunities instead of putting out one fire after another.

The ability to be proactive ties directly into the next benefit of HR planning: efficiency. Companies that plan for the future can save time and money compared to those that simply react. Major expenditures can be forecast, allowing the company to finance them as cost-effectively as possible and even to shop around and wait for more favorable conditions. A reactive organization often pays more for the same resources because it’s forced to adapt last minute. This applies to finding talent, procuring HR software and anything else an HR department spends money or time on.

Another benefit of HR planning is superior recruitment and retention. The top companies in the world today got to their dominant positions largely due to the talents and abilities of their employees.

Tech giants depend on creative and problem-solving software engineers. Retail powerhouses rely on operations and logistics wizards. Even professional sports teams require top caliber talent to outmatch their competition. These organizations put tremendous amounts of time and money into HR planning, because they know how crucial human capital is to their profitability. 

HR planning for recruitment and retention is essential for organizations to be confident in their ability to attract top talent now and in the future and to create a work environment in which employees want to stay.

Avoiding compliance landmines is another benefit of HR planning. The employer-employee relationship is one of the most heavily regulated in our society, and new employment laws are being enacted on an ongoing basis. New laws can often be extremely complex and require significant organizational change to remain in compliance. It’s impossible to manage such complicated and fundamental changes without planning in advance.

There are many more benefits of HR planning we could describe here, but for the sake of brevity, we’ll add one last general benefit: the ability to leverage the HR function in pursuing the broader corporate strategy. HR can and should be an asset to any organization and companies that can leverage HR planning to attract, train and retain the best talent have a leg up in any strategic initiative.

Cons of HR planning

Despite the many, and obvious, benefits of HR planning, there are some potential pitfalls.

The first is simply failing to take HR planning seriously. This could mean an HR leadership team paying lip service to HR planning efforts or an organizational leadership team that doesn’t take the insights and recommendations of the HR team seriously. 

In an extremely competitive and dynamic employment environment, organizations and their HR professionals really need to stay on top of new developments and keep an ear to the ground. And when new challenges or opportunities are identified on the horizon, the HR function needs to work diligently to address them.

On the other end of the spectrum of HR planning pitfalls is being too rigid with HR plans. As we’ve noted, the human resource function exists within an extremely dynamic environment. New developments emerge all the time, and HR teams need to be flexible and agile. This means not only being willing to adapt quickly, but being able to adapt quickly as well. The latter may entail budgetary resources as well as leadership support.

What are the key steps in the human resource planning process?

We alluded to the HR planning process earlier in this article. It all starts with trying to predict the future. Obviously, it’s impossible to predict the future with perfect accuracy. But experienced and informed HR professionals can do a decent job of foreseeing impending regulatory changes, understanding the company’s expected hiring needs over the next several years, and identifying skills gaps with respect to the key abilities the organization needs now and into the future.

To accomplish that, HR departments need to follow tried and tested techniques and processes to help planning and future-proofing easier. Here are the key steps in human resource planning that every organization should know. 

A place for data

Really savvy HR teams will even try to predict multiple possible futures, based on the occurrence (or not) of certain events or trends. For example, what will we do if that major new legislation passes? What if it doesn’t?

Technology, of course, can help with this aspect of the planning process. Using existing data to help make future predictions can increase the likelihood that planning efforts will be reliable and valid. 

Reviewing capabilities

Once an HR team has identified the predicted world of tomorrow, it then can think about what capabilities the broader organization will need to thrive in that future environment, and how the HR team can help develop those capabilities. Maybe the organization is expected to need more experience in artificial intelligence or automation, for example.

Assessing current state

HR planning also involves taking stock of where a company, its employees, and the HR team are at today. This may seem like an exercise in the obvious, but many organizations have terrible understandings of their current capabilities and skills gaps or even their diversity numbers.

Developing a timeline and budget

Once a company has a firm grasp of where it is now and where it wants to be in the future, it can start to develop its roadmap and timeline. For example, if a company believes it will need to significantly beef up its AI expertise over the next five years, it should probably start learning about the top AI schools and industry-standard compensation for AI professionals, and start developing job descriptions for key positions.

This all requires, of course, integrated planning between HR and finance to ensure the company has adequately budgeted to achieve identified HR strategies and goals.  

Measuring and monitoring progress

Finally, HR teams will need to identify metrics and create reporting cycles to assess progress and facilitate intelligent changes to the plan as needed. This will ensure that resources are used in the most effective way possible, and that decisions are made based on objective data and reasoning.

What are some examples of human resource planning?

Consider an organization that is planning a large expansion into a new geographic region where it expects it will need to employ around 500 employees. The HR function for this organization would have a lot of planning to do. The HR team would need to:

Understand the employment laws and regulations of this new jurisdiction and work with department heads to identify staffing needs for the new location. 

Get to know the local labor market and determine the most effective means of attracting talent.

Plan for large-scale onboarding of new hires.

Next, imagine a company that has an older workforce, a large proportion of whom are nearing retirement age. This organization’s HR team should be thinking about the looming large-scale attrition of workers and planning to both replace those employees and retain as much of their institutional knowledge as possible before they’re gone.

Here are some actual examples of how Visier clients have used data to help them in the HR planning process:

Empower AI , a provider of enterprise solutions and artificial intelligence services combined iCIMS talent acquisition data with Visier for more data flexibility and visibility into the entire employee lifecycle.

Providence , a large healthcare organization with 120,000 employees wanted to determine how raising salaries would affect turnover and what the costs would be. They leveraged historical data and survival analysis to help in their planning process.  

Clearly, HR planning is a critical organizational function. Data can make the difference between guesswork and calculated, forward-looking thinking to boost productivity, engagement, and bottom line results.

Put human resource planning front and center with the right tools

Human resources planning should be a fundamental element of every organization’s strategic plan. Well-conceived and well-executed HR planning helps to drive better recruitment and retention, a skilled workforce, and more. Crafting and executing effective HR planning, however, requires the right tools. 

Strategic compensation tools , for example, help you keep tabs on employee compensation levels to ensure that they’re commensurate with performance, and inline with employee performance. Retention tracking provides valuable benchmarks for turnover at the organization, helping you predict and address causes of employee attrition. Talent pathways and better manager tools help you identify top performance, map desirable career paths, and place them in positions of great influence. And tools that track employee satisfaction help you identify key employee satisfaction and engagement benchmarks, and uncover underlying problems or opportunities.

Explore more about human resource planning

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Download : Free HR Business Plan Template

Every success story starts with a plan. Using this template, you can help flesh out a business plan for your HR function with: 

Best practices for HR business partnerships 

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How to Succeed with Human Resource Planning: A Step-By-Step Guide (+11 Free Templates)

“ The term planning is imbecilic; everything can change tomorrow. “

That was a quote made by a French manager , straight after the 1973 oil crisis.

He’s right, of course. Everything can change tomorrow. We’re living in a world where we see changes every day. Ground-breaking technology, product innovations, and medical breakthroughs.

But does that mean “ planning is imbecilic ” though?

The truth is that planning can be ineffective and damaging if it’s done badly.

Good planning, on the other hand, can minimize the uncertainty brought on by change.

Don’t believe me?

Take the 1911 race to the South Pole, for example. The race was between two explorers: Roald Amundsen and Robert Falcon Scott. They each had a similar amount of experience and were the same age. Both faced 1,400 miles of gale-force winds, blizzards, and minus temperatures on their expeditions.

Amundsen meticulously planned his trip for several years. Scott didn’t.

Guess which expedition tragically failed?

Amundsen was already sailing back to Norway when Scott’s team finally gave up hope.

So, now we’ve established that planning is sensible, and not ‘ imbecilic ’, let’s find out why human resource planning is one of the most valuable processes a company can follow.

To do this, I’ll cover:

What is human resource planning?

Why is human resource planning important, the 7 steps of human resource planning, how human resource planning is done, human resource planning in hrm.

Let’s get on with helping you to plan for success!

Corporate leaders often say employees are their most valuable asset . In fact, employees are so valuable that over 23% of businesses fail because they don’t have the right team.

That’s why investing in Human Resource Planning (HRP) is one of the most important decisions a company can make. It’s also why 80% of companies do HRP on a regular basis.

In simple terms, HRP is a process that manages employees within an organization .

No organization can afford the risk of a critical skills shortage and without HRP, companies face expensive losses. This can be seen with 90% of the UK’s larger organizations , which have all restructured in the last five years – nearly always involving job losses.

“ Human resource planning is the most important component of the entire human resource system. ” –  Dr. Rajendra Mishra

We’ve established what human resource planning is, let’s talk about why it’s important.

The success of a business is directly linked to the performance of those who work for that business. It’s therefore critical to make sure that the business has the skills and competencies that it needs to succeed.

The quality of human resources in an organization is solely dependent on the success of human resource planning.

Look at Starbucks.

Starbucks has the lowest employee turnover rate among quick-service restaurants. Most quick-serve restaurants have between a 150 to 400% turnover rate. Starbucks’ rate is at 65% , and it’s all down to their human resources planning approach.

Not only will its low turnover rate positively affect the culture, motivation, and morale of its staff , but it will also massively help its profit margins.

On average, companies spend 33% of an employee’s annual salary to replace them when they leave.

We know that human resource planning is a continuous process of planning ahead to make optimum use of an organization’s most valuable asset: its employees .

We also know that the process helps companies maintain a steady supply of skilled employees to meet their strategic objectives.

So we know what human resource planning is and why it’s important, now let’s look at how to do it.

There are seven steps to a good human resource planning process:

• Understand business goals
• Assess the current workforce
• Forecast demand
• Estimate gaps
• Formulate a plan
• Implement the plan
• Monitor the plan

Let’s dive into the detail of each step.

Step 1: Understand business goals

The first step in HRP involves analyzing the organizational strategy, goals, and objectives.

It’s important to understand where the organization wants to go and how it wants to get there so that HR practices can be aligned with the company’s strategic objectives .

Step 2: Assess the current workforce

The next step is to take stock of the current employees in the organization to see if they fit the organizational needs.

The inventory of current employees should capture data concerning ages, locations, capabilities, and skills. This will determine what jobs are required and if you can use internal candidates or if you need to look elsewhere.

Step 3: Forecast demand

The third step in the process is to forecast future staffing needs based on the company goals.

This process will establish if the company needs to grow its workforce , or if it can improve its current staff through training.

Step 4: Estimate gaps

Once the future resource needs and the current capability of the workforce have been identified, step four requires you to highlight the gaps between the two .

These questions will help you find out where the gaps are:

• Do you foresee a skill shortage in a specific occupational group?
• Will changes in program delivery require the acquisition of new skills?
• Do you have succession plans for critical positions?
• Have you conducted a risk analysis of the elements of the scan critical to the success of your organization?

Step 5: Formulate a plan

Step 5 is all about formulating a plan to close the gaps you found in step 4.

The plan should identify the skill shortages and surpluses within the company. It should determine HR priorities and list actions to be taken around recruitment, training, internal role transitions, retirements, and lay-offs.

Step 6: Implement the plan

This step involves integrating the HR plan into the company . It will require support from different departments and teams.

Step 7: Monitor the plan

This step often gets missed, but is a fundamental part of the HR planning process.

Ongoing measurement, reporting, and continuous improvement will keep the company moving toward its strategic goals. If everything is running smoothly, continue with the plan . If there are roadblocks, change the plan to suit your company’s needs.

And there you have it. Seven steps to the efficient management of human resources in an organization.

What’s next?

Lucky for you, this isn’t where your human resource planning journey ends.

Process Street has created  eleven super-powered checklists to help you with your human resource planning:

• Training plan template

Employee evaluation form

Employee transition plan.

• Gap analysis template

HR strategic plan

• Employee satisfaction survey

Workforce planning template

Employee development plan template, hipaa compliance checklist for hr, vacation request form, business needs assessment checklist.

These templates will enable you to:

• Analyze your current workforce;
• Establish future workforce requirements;
• Formulate, implement, and monitor a formidable human resource plan.

Use the following Process Street templates to really smash your human resource planning!

Training plan

The training plan aims to improve workforce competency to increase productivity and reach organizational goals. Preparing an annual, company-wide training plan is a detailed and complex process .

Our training plan template will make it easy for you. It will identify who needs to be trained, when they should be trained, and what they need to be trained in. It also ensures alignment with your organizational goals.

Click here to access our training plan template!

Employee evaluations exist to make sure there is clear communication between employers and employees about performance levels. The process boosts morale and identifies areas of weakness.  These can inform your HR strategy, gap analysis, and training plans.

Use this employee evaluation form to:

• Capture performance metrics;
• Analyze your workforce;
• Make decisions about what future resources are needed.

Click here to access our employee evaluation form!

Performance review

We also have this performance review template which you can use as an alternative.

Click here to access this performance review template!

This process is for the HR team to ensure that a transitioning employee moves into their new role, smoothly and at a minimal cost to the business. It’s important the employee, their current line manager and their new line manager are all clear about the transition arrangements.

Our employee transition plan will provide guidance on handover and orientation tasks. It will also minimize disruption and uncertainty for employees affected by the change.

Click here to access our employee transition plan!

Gap analysis

Gap analysis involves you considering current skills in your workforce. As times change, skills will change to suit the modern business market. The below template gives you the foresight to keep your team and company up to date with current skill trends.

Use this gap analysis template to help your organization plan for growth. Use it to project the hiring needs for your future workforce. It can also help you to understand the skills and experience of your current workforce. You can also use it to develop strategies for overcoming the gap between the two.

Click here to access our gap analysis template!

An HR strategic plan is a tool to help businesses align their HR capabilities with their organizational goals . It establishes how human resources can make a direct impact on a company’s growth.

Our HR strategic plan will assess the needs of your organization. It can help to determine appropriate initiatives for the HR department to pursue and support the business in meeting its goals.

Click here to access our HR strategic plan!

Employee satisfaction

An employee satisfaction survey is intended to understand how employees are feeling about the company.

Our employee satisfaction survey will help you understand the current dynamics of the workplace. Once completed, it will identify areas within the business that need to be improved to keep your employees satisfied.

Click here to access our employee satisfaction survey!

Workforce planning ensures that a business has the right staff in place with the right skill sets.

Our workforce planning template will highlight areas within the workforce that need attention .

Click here to access our workforce planning template!

The employee development plan template will help your employees improve in their current job. It will also help them acquire knowledge and skills for new roles and responsibilities within the organization.

Click here to access our employee development plan template!

HIPAA is a series of regulatory standards that health care organizations must implement in their business to protect the privacy, security, and integrity of protected health information .

The compliance program that healthcare organizations need to follow is complicated and can take a long time to complete. Use our HIPAA compliance checklist for HR to make sure you don’t miss any vital steps.

Click here to access our HIPAA compliance checklist for HR!

You can also use this HIPAA compliance checklist , which is specifically for hospitals.

Run this checklist to determine how compliant your hospital is with HIPAA standards and regulations.

Click here to access our HIPAA compliance checklist!

Our vacation request form is designed to make sure that the company doesn’t suffer as a result of the employee’s holiday .

Using this checklist, a line manager can approve or reject a holiday request and HR can keep track of the number of holiday days an employee has taken.

Click here to access our vacation request form!

Or, try this other holiday leave application form .

Click here to access our holiday leave application form!

Use our business needs assessment checklist to:

• Determine priorities;
• Make improvements;
• Allocate resources.

Click here to access our business needs assessment checklist!

So you’ve done your HR planning, now you need to put your plans into action.

We have thousands of HR-related articles and functional checklists to help you implement your HR plans. From refining recruitment processes, and interview techniques, building a strong work culture, and improving employee engagement.

Take a look at this list of insightful gems:

• The Essential Processes Your HR Team Needs Today (+60 Free Templates)
• 12 HR Management Tips to Run an Effective Business (and Prevent Total Chaos)
• A Beginner’s Guide to Setting up HR Software in the Cloud
• How to Choose the Best HRIS (Human Resources Information System)
• Why HRMS is Becoming a Must-Have & How to Get Started

And there we have it. Your complete guide to planning for success with human resource planning!

We’d love to hear what you think about human resource planning in the comments. Who knows? You may even get featured in an upcoming article!

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Amanda Greenwood

Amanda is a content writer for Process Street. Her main mission in life is to write content that makes business processes fun, interesting, and easy to understand. Her background is in marketing and project management, so she has a wealth of experience to draw from, which adds a touch of reality and a whole heap of depth to the content she writes.

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How to create a human resources plan

Benjamin Franklin is often quoted as saying, “If you fail to plan, you are planning to fail.” We can’t deny that there are few instances in life in which the result turns out better without preparation, especially when we’re talking about business. As a central component of any company, the HR department is no exception to this rule, meaning the human resources plan must be given the importance it deserves. 

If you’re still not sure what the purpose of human resources planning is , then this article is for you. We’ll explain in detail how to translate your department’s strategic thinking onto paper and put it into practice. 

What is s trategic human resource planning ?

The human resources plan outlines the general strategy for this business area . It includes measures to adapt to current and future supply and demand requirements relating to the workforce, as well as pay policies, wellbeing, etc. 

Generally, the document considers the following topics: 

• How many staff are required to fulfil the organisation’s needs . 
• Staff management strategies .
• Job descriptions for all posts.
• Channels and sources for attracting candidates.
• Recruitment and selection processes.
• Growth and development planning.

The importance of a human resources plan

A company human resources plan is essential if the staff and organisation are to operate effectively . This document is also key to achieving a company’s business objectives. 

It also serves to:

• Promote flexibility within the organisation : we are living in a constantly changing world. Effective planning helps companies adapt more easily to new situations and negotiate market volatility. 
• Improve the distribution and use of internal talent : by analysing and organising the human capital, companies can make better use of internal talent and distribute employees more coherently. 
• Facilitate growth for small to medium enterprises : HR planning is a fundamental aspect of growth strategies. It is important to know when to subcontract, how many people to hire, what benefits will it bring, etc.  

The objectives of a human resources plan

Why do companies design human resources management plans ? The main goals are as follows:  

• Supply information : the data acquired through a company’s human resources plan are hugely important to, for example, identify surplus, unused resources. Similarly, the information can also be used in other management functions.
• Analyse the current workforce : the document should also determine the workforce’s strengths and existing skills. 
• Use human resources effectively : Planning is the HR management’s primary responsibility, as their duty is to ensure efficient use of the current and future labour force. 
• Identify salary gaps : the document will also examine any potential salary gaps and, in turn, create more equal policies. 
• Ensure internal wellbeing : good planning and organisation almost automatically generate an improvement in the work environment, boosting productivity and employee satisfaction. 
• Retain talent : this, in turn, has a direct impact on talent retention. Employees who are content in their job are less likely to accept offers from other companies.
• Foresee potential department needs : all planning should include a forecasting section. Understanding when it will be necessary to incorporate new people into the team and what type of role is required is essential. 

6 steps to create a human resources plan

At this point you may be thinking, “but how do I do a human resources plan ?” If that’s the case, here are the steps you need to follow:

1. Define the plan’s objective

Any measures that are developed by a company must be aligned with the general business objectives. This goes for the human resources plan, too.  

Aside from this, the specific objectives of the plan will be targeted at a particular area: employee retention, attracting talent, promoting the business culture, etc. It is important to be clear and precise at this stage for the content to be useful and have a real impact on the organisation. 

2. Analyse the current human capital

The next key step is to analyse and evaluate the availability and resilience of the current resources. This will entail carrying out an exhaustive assessment of each member of the organisation in terms of skills, experience, performance, seniority, etc. 

3. Carry out a needs forecast

Analysing future labour requirements is an important step in human resources planning. Although there will always be fluctuations, it is critical to have a forecast in place of factors such as: redundancies, dismissals, retirements, promotions, etc.

4. Write the HR plan

Once you’ve gathered all the information, it’s time to create a solid plan that fulfils current needs and forecasted possibilities. For example, you will have to decide whether it is necessary to hire, train or subcontract labour to achieve the company’s objectives. 

In general, try to include the following information: 

• Definition of targets and goals.
• Required measures, expected results and resources used. 

5. Implement the plan 

Implementing the plan is probably the most challenging step. Many organisations, in fact, do not achieve what they have set out to do. To approach it successfully, trust your team and introduce changes gradually. Try to handle any incidents as they come along and make sure you are complying with the organisation’s general standards. 

6. Monitor and review the process

HR planning is an ongoing process. It is important to review the plan periodically to make sure the strategy is pointing in the right direction and achieving the objectives.

Human Resource Planning Guide and Templates Every HR Team Needs

Posted 21 October, 2021 in Human Resources , Strategy

Businesses will demand more and more of Human Resources teams this year. It’s a big challenge – and opportunity – for HR Managers.

The face of the workplace has changed. Today's new normal is a hybrid workforce, operating a mixture of centralized and remote work. But more change is still to come.

Strategic priorities such as change management require dedicated focus, but key areas like employee engagement can’t be neglected. Managing the needs of the business as well as those of staff will call for careful balancing.

To juggle these conflicting demands, HR managers need a plan. Effective Human Resource planning charts the course for the year ahead. It makes it easier for organizations to recruit, retain and reinforce the strong workforce needed to achieve business goals.

In this article, we summarize the top things Human Resource Managers should focus on this year, outline the steps to creating an effective HR Plan, and share planning templates that are free for you to download.

Jump ahead:

The key HR priorities this year

How to create an effective hr plan, download human resource plan templates, 1. development and training.

The biggest priority for HR Managers, according to Gartner , is building critical skills and competencies. This is how successful organizations maximize workplace performance and maintain competitive advantage.

It’s an area where digital can really drive HR . Skills gaps and training needs can be readily identified, and customized development programs delivered – avoiding those stuffy meeting rooms and ‘one size fits all’ training.

2. Employee engagement

Engagement relies on connecting with employees. That’s why so many organizations have seen drops in engagement during times of remote work .

Staff isolated by geography experience disconnection with the company. The absence of regular in-person contact causes employees to feel more removed from their team, their managers, and the company.

Recent HR research proves using multiple communication channels to be more effective in engaging different groups of staff.

3. Change communications

Gartner reports that organizational design and change management is the second-highest priority for HR Managers. This has the potential to further destabilize already uncertain employees. Managing and communicating this is critical.

Managers and HR teams are flooded with questions from employees on the nature of these changes and how their role is affected. Strong, visible leadership is essential to maintain morale, ensure business continuity and protect the brand.

4. Recruiting and onboarding

Recruitment hasn’t ceased just because we’re working remotely. Far from it. But effective onboarding is more critical than ever.

With in-person onboarding, new hires would be welcomed to the organization with a tour of the facilities, introductions with key personnel, and shared social occasions, all designed to integrate them and make them feel comfortable.

Today’s online onboarding must replicate the benefits of in-person onboarding, but leverage the opportunities of the digital environment to create a richer, more immersive experience.

5. Health and wellbeing

Work is stressful, even under normal conditions. That’s why one million workers in the United States miss work every day due to stress. But combine this with the demands of remote working and restrictions of social isolation, and the impact on employee wellbeing is amplified.

Employees find themselves spending high amounts of screen time, taking fewer breaks, and neglecting exercise and nutrition. Left unresolved, these can seriously affect both physical wellness and psychological health.

6. Workplace culture

The importance of positive company culture is well understood. Companies with strong cultures saw a 400% increase in revenue growth. But how can strong company culture be fostered digitally?

Shared social and team-building experiences, the traditional foundation of workplace culture, are no longer possible. Without the personal touch of centralized workplaces, relationships require more effort to maintain.

There are three key stages to successfully preparing, creating, and executing your HR strategy: Plan, Implement, Track. Each stage includes information to gather and things to prepare from initial scoping through launching to staff to assessing performance.

While they can seem overwhelming at first, they are important to improve HR communication and ensure your plan achieves its objectives. A summary of these is shown here - and included in the downloadable planning checklist below.

Situation analysis – defining the current state of the business and the desired future state

HR objectives – confirming key Human Resources priorities with SMART goals

Strategic alignment – ensuring HR objectives support overall company goals

Resource requirements – summarizing what is available now and what is required to deliver to HR objectives (this could be people, capabilities, systems, or support)

Budget requirements – establishing funding requirements for additional resources in line with objectives

2. Implement

Timeline of activities – specifying the timeframe for goal achievements and setting major milestones to be met along the way

Communication plan – defining key messages to be delivered, audiences to be targeted and channels to be employed

Content creation – identifying any new process, policies, or training materials required

Plan B – confirming a contingency in the event of poor results or change in circumstances

Feedback mechanisms – introducing a way to track campaign performance, gauge employee sentiment, and identify focus areas for improvement

Regular reporting – setting a schedule to provide performance updates for staff and management

With so much for Human Resources Managers to consider when creating their plans, we've prepared some free downloadable templates to help. Access these through the form below and share them with your HR team. You'll receive:

Strategy guide   - Details on the 6 things your plan needs to succeed this year

Planning checklist   - Make sure your plan covers everything it needs to (including a plan B)

Activity schedule template   - Track all your goals and initiatives in this editable project management tool that works alongside the annual HR calendar

To get your free copy of each of these valuable resources, simply complete this form.

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Human Resources Strategy

More blogs by Michael Hartland

Michael Hartland is Content Marketing Manager at SnapComms - the market-leading provider of digital employee engagement solutions. Michael's most happy when writing. The beauty of language and the power of communication are his passions.

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Human Resource Management Plan Template [Free Download]

Editorial Team

Download this free Human Resource Management Plan template and use it for your new project. Scroll down to the bottom of the page for the download link.

1          Introduction

Effective human resource management is a critical component of any project.  The Human Resource Plan explains how project processes will be used to make the most effective use of the people assigned to the project.

This section of the Human Resource Plan should provide a general description of what the plan includes and explains how the project manager and project team can use the plan to help manage project resources effectively.

The purpose of the  Human Resource Plan is to achieve project success by ensuring the appropriate human resources with the necessary skills are acquired, resources are trained if any gaps in skills are identified, team building strategies are clearly defined, and team activities are effectively managed. If used effectively, this plan will serve as a tool to aid in the management of human resource activities throughout the  until closure.

This plan includes information regarding the following topics:

• Roles and responsibilities of team members throughout the project
• Project organization charts
• How resources will be acquired
• Timeline for resources/skill sets
• Training required to develop skills
• How performance reviews will be conducted
• Recognition and rewards system

2          Roles and Responsibilities

The roles and responsibilities of team members and stakeholders must be clearly defined in any project.  Depending on the organizational structure, project team members may represent many different groups/departments and may have varying degrees of authority and responsibility.  In these circumstances, it is common for multiple roles to be assigned to the same position.  For this reason, this section is not meant to contain job descriptions, but rather a summary of responsibilities for each role.  When listing roles and responsibilities, the following should be included:

• Role – description of the portion of the project for which the member is accountable
• Description – detail of duties and definition of the roles, as they relate to the project
• Responsibility – the work a team member must perform
• Name – the name of the specific individual holding the project role

2.1                 Project Team Roles and Responsibilities

Listed below are the roles and responsibilities for the  project team:

Senior Project Director

• Plans, directs and oversees the project, and ensures that deliverables and functionality are achieved as defined in the Project Charter, funding documentation, and subsequent project plans
• Maintains accountability for the management of all resources assigned to the project
• Serves as the primary liaison between the project and the Project Sponsor and the Steering Committee

Quality Manager

• Manages both product and process quality activities for the project
• Maintains the requirements management traceability matrix
• Provides insight into project health by reviewing process and product activities for adherence to standards and plans

Technical Lead

• Manages day-to-day activities of technical staff who are engaged in the technical management aspects of the project
• Leads in the technical disciplines of the project, unlike the Senior Project Director and Project Manager who will focus on the overall project management of the project
• Partners with other IT areas to acquire appropriate technical assistance for such areas as enterprise architecture, database, software development, security, testing, configuration management, change management , release management, and other technical areas of the new system
• Provides leadership and support to technical staff that are augmented to the project throughout the project life cycle
• Provides technical support to the Senior Project Director, Project Manager, and to Enterprise Architecture to establish and execute technical policies, processes, and procedures 

   Implementation Lead

• Manages for the implementation portion of the project
• Provides implementation management leadership through planning, organizing, coordinating, and monitoring implementation activities
• Effectively manages all information technology resources assigned by the project manager
• Interfaces directly with contractors to ensure technical obligations satisfy all objectives and expectations

Application Support Lead

• Oversees and coordinates the change request process for installed software and for ensuring the change requests adhere to specified quality and configuration standards
• Manages application design sessions and walkthroughs, application change management processes and acceptance testing of application changes
• Monitors consultant performance of application support and ensures that the consultant maintains quality control
• Coordinates the testing of the new system
• Works with the Quality Management staff to design test cases and data that will best represent “real-life” scenarios for the system
• Coordinates interface tests with other organizations (county, state, federal) as needed
• Plans, monitors, and evaluates consultant and agency test plans, problem reporting, and resolution process

Configuration Lead

• Supports the Technical Lead by administering the Configuration Management process
• Coordinates the control of all non-product related configuration items
• Manages and coordinates the product related configuration items
• Conducts configuration audits
• Works with Change and Release Management teams for approval to release programs and configuration modifications into the production environment

Operations Lead

• Coordinates and oversees the operations of the new system
• Monitors contractor management of operations and resolution of operations support problems

2.2                 Project Stakeholders Roles & Responsibilities

Listed below are the roles and responsibilities for the  project stakeholders:

Project Sponsor

• Provides vision, direction, and policy leadership for the project
• Assists in removing barriers and supports change management initiatives
• Participates in the Steering Committee, and provides support to this group as needed
• Has overall authority for the project 
• Responsible for ensuring that deliverables and functionality are achieved as defined in the Project Charter and subsequent project plans

Steering Committee

• Acts as the Project stakeholders group
• Ensures that the deliverables and functionality of the project are achieved as defined in the project initiation documents and subsequent project management plans
• Provides high-level project direction, receives project status updates, and addresses and resolves issues, risks, or change requests

Independent Verification and Validation (IV&V)

• Provides independent, technical review and verification of project deliverables, as well as independent testing and auditing of project deliverables against requirements
• Performs deliverable quality assurance and information security control reviews

Department of Finance & Administration Representative

• Provides oversight and approval of funding for state planned IT projects

3          Project Organizational Charts

This section should provide a graphic display of the project tasks and team members.  The purpose of this information is to illustrate the reporting structure and responsibilities of team members as they relate to the project tasks. 

Tools such as the Responsible/Accountable/Consulted/Informed (RACI) matrix or Responsibility Assignment Matrix (RAM) may be used to aid in communicating roles and responsibilities for the project team.  Additionally, organizational or resource breakdown structures may be used to show how responsibilities are assigned by department or by type of resource respectively.  The level of detail may vary depending on project complexity.

The graphic below provides a representation of the reporting structure for .

Table 1: Reporting structure

The following RACI chart shows the relationship between project tasks and team members.  Any proposed changes to project responsibilities must be reviewed and approved by the Project Manager.  Changes will be proposed in accordance with the project’s change control process.  As changes are made, all project documents will be updated and redistributed accordingly.

Table 2: RACI chart

R – Responsible for completing the work

A – Accountable for ensuring task completion/sign off

C – Consulted before any decisions are made

I – Informed of when an action/decision has been made

4          Staffing Management

Staffing management relates to all of the reasons staffing is needed, timing of adding and releasing staff as well as training and gap assessment of current staff.  This section should contain samples of the following: how human resources will be acquired; the timeline for resource additions and releases; training solutions for any resources with identified skill gaps; how performance reviews will be performed; rewards and recognition systems to be used.  It is important to note that, depending on the scope of the project, there may be other circumstances to consider such as government and/or regulatory compliance issues, organizational health and safety, etc. 

Day-to-day management of the project staff for  is the responsibility of the Senior Project Director and designated functional managers.  Performance evaluations, performance issues and recognition, promotions, and disciplinary actions are the responsibility of the state staff respective organizational chain of command.

Staff Acquisition

The Senior Project Director, with support from the Executive Sponsor, will negotiate with functional and department managers to identify and assign resources in accordance with the project organizational structure approved in the project charter.  This plan shall also identify various external sourcing mechanisms to hire new project resources.  All resources and their anticipated project assignment timeframe must be approved by the appropriate functional/department manager before the resource may begin any project work.  The project team must be co-located at the  site.

Resource Calendars 

The  Project will last for {insert timeline}.  The chart below provides an estimate of the number of resources required per month for the project.

Figure 1: Resource calendar

Vendor/State Partnering Approach

For  the team will implement a model in which the agency project team is expected to work side by side with the vendor to deliver the project.  This partnership will facilitate the training & knowledge transfer process to prepare the agency project team to operationalize and own the solution after the solution implementation. 

Though vendors are important and are used to implement project products, the State has responsibility for overall review and approval for work produced by vendors.  Additionally, knowledge transfer of vendor expertise to State staff is required on all projects throughout the project lifecycle, rather than waiting to transition information at the end of a project.

5          Project Team Training

This section should highlight training needs specific to this project, and should include a high-level project team training plan.  If applicable, this section may also include information such as training topics and delivery mechanisms, schedule, cost, expectations, etc.

Staff Training

When new staff joins the project, the Senior Project Director (or delegated project staff) will provide a project orientation.  The orientation should include discussions related to the following topics:

• Background of the Project
• Current Status of the Project
• Specific Job Duties and Expectations
• Introduction to the Staff and Consultants
• Overview of the Facility and Infrastructure
• Overview of the Project Processes, including time reporting, attendance, and status meetings

Performance Reviews

The functional manager will review each team member’s assigned work activities at the onset of the project and communicate all expectations of work to be performed.  The functional manager will then evaluate each team member throughout the project to evaluate their performance and how effectively they are completing their assigned work. Prior to releasing project resources, the project manager will meet with the appropriate functional manager and provide feedback on employee project performance. The functional managers will then perform a formal performance review on each team member.

Recognition and Rewards

Although the scope of this project does not allow for monetary rewards, there are several planned recognition and reward items for project team members.  The Senior Project Director will work with appropriate agency executive staff to identify potential opportunities and tools for creative recognition and rewards.

Suggested Rewards:

• Upon successful completion of the Project, celebration of the success of each team member
• Upon successful completion of the project, any team member who satisfactorily completed all assigned work packages on time will receive a certificate of thanks from the Executive Sponsor
• Team members who successfully complete all of their assigned tasks will have their photo taken for inclusion in the company newsletter

Click  here  to download Human Resource Management Plan template.

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8 Actionable Long-term HR Strategy Plan Examples

Failing to plan is the same as planning to fail when it comes to managing your people. here are five essential reasons why you need to think strategically about human resources..

In any organisation, large or small, three fundamental systems of record form the business backbone; accounting and finance, customer relationship management and HR and employee management.

Many businesses now take a strategic approach to managing these key areas by using cloud technologies to run their accounting and finance processes in real-time, as well as manage their customer relationships.

However, many businesses continue to persist with a more reactive approach to HR. That’s why it’s time to start building your own human resources strategic plan (otherwise known as an HR strategy). Failing to plan is the same as planning to fail when it comes to managing your people.

What is a Human Resources Strategy plan?

An HR department in every business is responsible for finding and training employees. Besides that, they also help with conflict resolution, employee benefits, employee retention and development. A human resource strategy plan is taking those responsibilities and making sure they meet the goals, mission and future needs of the company.

What are the benefits of creating HR strategies?

We all know that the role of human resources and people management is changing . By implementing strategic human resources management, you’ll have a crystal clear vision of your goals and how to achieve them.

Read on to find out the benefits of having an HR strategy in place.

1. Forecasting talent requirements

Being able to develop realistic forecasts of your people’s needs now and in the future is essential if you’re going to win the war on talent. On a day-to-day level, being able to optimise shift allocation will help you achieve efficiencies and reduce your wage bill.

Also, if you know how many staff you require to achieve the future strategic goals of the business and what jobs need to be filled, you can get an early start on finding the right talent.

2. Non-compliance costs

Everything from payroll to onboarding, performance management and employee data management comes with a huge amount of compliance and paperwork. Using spreadsheets and manual processes is not only time-consuming, but they are also prone to human error. And this means business risk.

By using strategic planning, you can identify any possible compliance gaps and keep your business in line with employment legislation.

3. Happy employees are more productive

Beyond hiring the right candidate, a good HR strategy plays an important role in promoting employee engagement and satisfaction. These areas are crucial to developing a happy, productive workforce who become great ambassadors for your business.

With an HR strategic plan, you can formulate what is required of you to take care of your employees’ needs. It also keeps a check on morale, measures productivity and your employees’ sense of commitment.

4. Retention

Employee engagement goes hand in hand with retention. Once you’ve built a team of great people, you need to keep hold of them. So a big part of the overall business strategy needs to be focused on what you can do to retain employees. This includes ways to build your employees careers through formal recognition programs and career development pathways.

5. Continuous improvement

Everyone knows that you can’t improve what you don’t measure. Without a strategic HR plan, how can you possibly understand what’s working and what’s not?

Through HR strategies, you can formally evaluate specific and measurable factors such as; employee turnover, the number of vacant positions, employee grievances, as well as satisfaction and dissatisfaction levels.

If you periodically gather and report data on what’s working, you’re much more likely to make consistent and accurate decisions.

Read more: All you need to know about HR management

Intro to HR Management

8 things to implement for a successful HR strategy

Taking a proactive approach to managing your people will put your business on the front foot— ready to identify and solve HR issues. By developing an HR strategic plan, you can reflect on the successes and failures of previous quarters. Doing so will help you effectively plan for attracting and retaining the right talent, which is key to your business achieving success.

Here are some HR strategy examples you can implement to gain a competitive advantage through your HR department.

1. Conduct regular HR audits

The beginning of the year is the perfect time to conduct a review of your HR processes and compliance. While these should continually be reviewed, it’s important to assess them at the start of each calendar year.

Human resources audits are an effective way to perform a gap analysis and review your current people management processes and obligations. By conducting an audit, you will be able to update any legalities and also see where improvements can be made, which can be included in your new HR strategy.

Common areas to complete an HR audit include:

• Record keeping
• Remuneration
• Performance reviews
• Policies and procedures
• Health and Safety

Read more: The future of HR automation

2. Set goals aligning with your business strategy

If you’re looking for information on how to introduce a goal-setting framework so you (and your entire team) can plan your goals effectively, we suggest giving thought to OKRs (Objectives and Key Results) .

While OKRs are not as well known as their popular counterpart, key performance indicators (KPI), OKRs are a great tool to complement your company’s HR strategy.

They’re a transparent way to keep your team accountable and motivated whilst ensuring that your goals are 100% aligned at an individual, team and company level. If you’re looking for an all-in-one HR software that includes a visual OKR feature, get in touch with us today .

We can walk you through how Employment Hero can help simplify and align your company goals, so you continue to create a team of engaged, high performers.

3. Design the employee experience

When it comes to business, your employees are everything. They keep the wheels turning and are the heart and soul of everything you do. But have you ever thought about the experience they have as an employee?

From acquisition to onboarding, training and recognition, there are so many pieces to the employee experience puzzle that can set your workplace above the rest. When designing the employee experience, it’s crucial you map out every stage of the employee lifecycle and visualise your ideal scenario.

This allows you to create the perfect recipe for your employee experience.

Read more: How to empower employees with employee self service

An example of a designed employee experience

1. Attraction : Work with marketing to have a strong employer branding presence across social. Using social media and employee advocacy to recruit top talent to your business is a great way to keep your candidate funnel full.

2. Recruitment : Having a set interview process that ensures you hire the right person. This may include candidates having to complete a task or assignment.

3. Onboarding : Ensuring that the onboarding process includes information about their specific role and the wider organisation. It might also see you start new employees in a cohort instead of scattered days so they can complete induction together. Beyond the more technical parts of onboarding, consider ‘surprise and delight’ elements such as branded company merch and organising a special lunch with the hiring manager.

4. Development : Encouraging your employees to access online training and attend industry events that will improve their skills. Setting up an annual self-learning fund for each employee could be a good way to do this.

5. Retention : Creating professional development plans for your employees and rewarding them for great work. Using a goal-setting framework like OKRs and a well-thought-out career plan can make all the difference.

6. Separation : Create a way to support your employees through the exit process. This could be by a formal exit interview so you can improve and learn from experiences.

4. Improve your Employee Value Proposition (EVP)

If you’re not sure what an EVP is , it’s the balance of rewards, benefits and culture that the company can offer in return for amazing employee performance. In saying this, it’s important to remember that your employee value proposition extends beyond perks and benefits.

Why should you care about improving your EVP?

It’s an important piece of attracting top talent to your business. If you present well to a potential star candidate, they’re going to want to work for you. This in return, helps the human resources department recruit candidates a whole lot easier.

You might also even find that your time to fill roles decreases significantly. According to a study by People Scout , “when organisations live up to their marketed EVP, new employees arrive with a higher level of commitment at 38%, compared to organisations that don’t live up to their marketed EVP, which are at just 9%”.

When you get your EVP right and have star talent in your business, you can expect greater business growth as they’ll be more engaged in their role.

Read more: Emerging HR trends in the job market

5. Implement HR systems

If you’re looking to reduce the amount of time you spend on manual admin tasks and get strategic in your day-to-day, an HRIS can help you. By implementing an HR tech system like Employment Hero, you can reduce the amount of time you spend on admin tasks by up to 80%.

Just imagine no longer having to manually onboard an employee or keep employee files in dusty old filing cabinets! It’s also a great piece of tech to add to your long-term HR strategy!

6. Provide professional development plans for employees

According to LinkedIn’s 2018 Learning Report , a massive 93% of employees said they would stay at a job longer if the company invested in their learning and development. This is a sign that the majority of employees place this as a top factor when determining whether or not to jump ship. But the benefits aren’t just for the employee.

Creating a professional development plan for your employees is a two-way street and a vital piece of your long-term HR strategy. When you have acquired top talent and develop their skills even further, you’ll have star employees that will be just as invested in your company as much as you’re invested in them!

You’ll also save money in the long run, as you won’t face the hidden costs of recruitment associated with employee turnover.

Saving costs, developing your team and giving your employees what they want? It sounds like a great strategic HR move to us!

7. Improve employee advocacy

Your employees are your best cheerleaders, so it makes sense to use them to leverage your brand. Whether it’s by incorporating employee advocacy into your HR strategy or getting your teams’ LinkedIn profiles up to speed (hello branded cover images and profile pictures!), there are many ways you can leverage your employees’ professional networks.

Social media is one of the most cost-effective places to reach new and potential customers, so we say this is something you might want to get on board with, and pronto! While employee advocacy strategies are a fairly new concept, they’re beginning to gain momentum.

With this being said, those who take advantage of employee advocacy will be the ones reaping the rewards!

What are the benefits of employee advocacy?

• Improves the company’s social media reach
• Attracts new business and potential clients
• Improves company culture and office buzz
• Improves retention rates

8. Gen Z talent acquisition and retention strategy

Gen Z is beginning to enter the workforce, so it’s important you have a long-term HR strategy in place to attract them. Born between 1995 and 2015, Gen Z’ers are different from previous generations that have entered the job market.

Why is it important to have an acquisition strategy for Gen Z?

While Millennials have been in the spotlight for many years, we’re beginning to investigate the traits of Gen Z. With Gen Z entering by the masses, it’s important you know how to hire and retain them.

Gen Z has grown up around digital technology and are naturally tech-savvy compared to their older counterparts. This alone changes how you should recruit Gen Z.

According to our recent Gen Z at work report , Gen Z characteristics are:

• Risk adverse
• Independent
• Competitive
• Open minded

As Gen Z are naturally tech-savvy and connected on social media, we would suggest advertising job ads with social media first approach. We could even see Tik Tok become the ‘it’ place to recruit top talent from Gen Z!

The wrap-up

This is the perfect time of year to start looking into long-term HR strategy. From implementing an HR automation system like Employment Hero, to getting prepared for the influx of Gen Z candidates you’ll be recruiting for in the future, now’s the time to get planning.

If you need help demonstrating the value of implementing HR software as part of your HR strategy, read our blog on building a business case for HR software here.

To learn more about you can improve HR strategy and achieve your HR goals, get in touch and one of our small business HR experts to show you how today!

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Project Human Resource Management: Its Stages, Examples & More

Richi Gupta

Lead Product Analyst

Review Board Member

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive ... Read more

Richi Gupta, a Lead Product Analyst, excels in systems integration and translating complex business needs into actionable tech strategies. Her attention to detail, coupled with exemplary project management skills, drive her success in product feedback management, competitive analysis, strategic planning, and budget management. As a valued member of the ProProfs Survey Maker Advisory Board, Richi's primary objective is to deliver precise and coherent content, ensuring alignment with the company's strategic vision and objectives. Read less

Project Management Expert

David Miller, a seasoned Senior Project Manager at ProProfs with over two decades of diverse expertise, shares impactful insights on project management, leadership, and personal development through his writing.

Have you ever been in the middle of a project and suddenly a key team member goes on leave? Or struggled to form a team with the right skill set for a project?

These scenarios can be all too familiar for project managers and significantly impact project success.

That’s where project human resource management comes in.

In this blog, we’ll explore what human resource management is, why it matters, how to run an HR project, and more.

What Is Project Human Resource Management?

Project human resource management implies managing every human resource or stakeholder related to any ongoing project and ensuring that they work efficiently until the project delivery.

Its primary goal is to manage human resources in project management such that the project’s timeline, quality, and budget are not disturbed or affected.

In simpler words, project human resource management involves organizing, acquiring, motivating, and managing a company’s resources to effectively meet its expectations and goals. It also includes maximizing the productivity of the people working on a project and all stakeholders.

But why is project human resource management important?

Let’s find out!

Why Does Project Human Resource Management Matter?

Project human resource management is an essential aspect of any project, and it matters for several reasons. The success of a project depends on the ability of the project manager to lead and manage the human resources in project management effectively. After all, if the people working on a project are not appropriately managed, the project is bound to face delays, disruptions, and even failure.

Effective human resource management ensures that the right people are assigned to the right tasks with the necessary skills, experience, and expertise. This helps maximize the team’s productivity, minimize conflicts and misunderstandings, and meet the project deadline and objectives. It also helps to create a positive work environment that fosters teamwork and collaboration.

Moreover, project human resource management helps to identify and manage potential risks and issues that may arise during the project. This allows for timely resolution and prevents these risks from escalating into more significant problems that could impact the project’s success.

Human resource management is executed in stages to ensure the smooth delivery of the project. Here is how it goes.

4 Simple Steps to Perform an HR Project

Follow these simple steps to streamline your HR processes and run projects successfully.

1. Develop a Human Resource Plan

Creating a human resource plan is initiated in the early stages of a project. It involves identifying and documenting various roles, responsibilities, required skill sets, and reporting relationships. Creating staffing management plans and assigning roles to multiple people or groups is also an essential part of this process. The output of this process is a comprehensive human resources management plan that involves:

• Identifying the training needs
• Devising team-building strategies
• Establishing rewards and recognition programs
• Deciding measures for ensuring safety and compliance

In essence, a human resources management plan offers guidance on staffing, management, forming teams, controlling all the stages of development, and finally, project release.

A well-planned human resources management plan conveys:

• Project roles and responsibilities
• Authorities to monitor various tasks or persons
• Competency details such as skills or capabilities required for project completion
• Role clarities and tracking methods

One of the key components of an HR plan is the staffing management plan. It describes how and when the project human resources are met. It can be formal, informal, broadly framed, or highly detailed, depending on the project’s needs. It also has information on staff acquisition, resource calendars, training needs, staff release, etc. Moreover, recognition or rewards after project completion, compliance with government policies, and safety assurance are also planned and decided in this stage of the human resource plan.

Another critical component is the project organization chart, a graphical display of the project team members and their professional relationships during the project lifecycle .

To manage the complex and strenuous project human resource management processes and their planning, various smart and intuitive software options are available. One such option is the ProProfs HR project management software. The tool is easy to use and configure and has many functionalities. This powerful aid can help project managers streamline human resource planning and manage their teams effectively.

For example, you can track all your job applications from a single dashboard. Also, you can prioritize applications with a simple drag-and-drop action.

A tool’s dashboard also allows for seamless collaboration with co-workers. Simply add a specific person in a comment, and they will be notified instantly. This feature promotes real-time communication and helps team members stay informed and engaged throughout the project’s lifecycle.

Additionally, if you struggle to extract key information on project and team performance, a tool’s AI-powered project reports are all you need. A quick glance at these reports will lend you the visibility you want into how various HR projects are progressing.

2. Acquire the Right Project Team

In this process, the manager confirms human resource availability and collects the entire human resource necessary for project development.

Project managers must keep several factors in mind while acquiring the project team. They must:

• Effectively communicate and negotiate with the sources of required human resources, especially if the acquisition includes freelancers or outsourcing.
• Keep Plan B ready in case the acquired people or team fails to accomplish the assigned task for any reason.
• Keep the alternative resources and people ready in case anyone leaves or is unavailable for some time.

To acquire the project team successfully, the manager employs techniques such as Virtual Teams, Acquisition, Negotiation, and Pre-assignment. These techniques ensure that the project team is efficiently and effectively assembled to meet the project’s needs.

Once this process is complete, the manager receives several outputs such as:

• Assignments of Project Team
• Resource Calendars
• Project Management Plan updates

These outputs are critical in managing the project team and ensuring the project is executed according to plan.

3. Build the Project Team

During this process, the competencies and interactions among the team members are established and enhanced to improve the project’s performance.

The objectives of developing a project team are:

• Enhancing the knowledge and skills of human resources involved in a project
• Establishing trust and mutual agreement among the teammates
• Enhancing the bonding of the teammates so that individual and team productivity is improved

To achieve these objectives, the project manager employs various team-building techniques such as enhancing interpersonal skills, organizing team activities, implementing rewards & recognition programs, establishing ground rules, and providing feedback to the team members.

4. Manage Project Team

This process covers the core managing aspects of project human resource management. So, it comprises providing feedback, tracking team, and individual performance, managing the changes, and optimizing the project performance.

During this stage, the manager should manage any evident or hidden conflicts, resolve the issues and observe the team’s behavior.

The various objectives of this process are:

• Updating the human resource plan to reflect any changes in the project team’s composition or requirements
• Submitting change requests to modify any aspect of the project plan that impacts the project team
• Conducting performance appraisals to evaluate individual and team performance against the project’s objectives and goals
• Adding a “lessons learned” document to the organization’s database to improve future project management processes and practices
• Resolving issues that may arise during the project execution phase, such as conflicts between team members, resource constraints, or technical challenges

Speaking of conflicts, let’s briefly look at how to handle conflicts while managing human resources.

Handling Conflicts While Managing Human Resources

When more than one person is involved in something, conflicts are bound to happen. This applies equally to human resource management in projects, as team clashes are inevitable in project progress. But this doesn’t mean conflicts will stay forever and can impact the project negatively.

Different types of conflicts can be handled differently depending on the situation and the desired outcome. Primarily, there are five ways to handle conflicts across the lifecycle of a project.

Let’s look closer at the modes of handling conflicts while managing human resources and planning various stages.

• Withdrawal : Retreating from a potential disagreement situation.
• Compromising : Bargaining and arriving at satisfactory solutions for the parties involved in a conflict.
• Smoothing : Avoiding the differences and work, keeping the agreements in mind.
• Confrontation : Handling conflicts directly and approaching a problem solution effectively.
• Forcing : Exerting your viewpoint.

The major reasons for conflicts in an organization are schedules, technical resources, procedures, human resources, priorities, costs, and personalities. It’s best to keep all these factors in mind to ensure conflicts can be avoided in time and tackled adequately when needed.

Now let’s also look at some examples of HR project management to understand the workflow and process better.

HR Project Management Examples

Let’s break down the different types of HR management processes and explore simple HR project management examples.

Hiring New Employees for Different Roles

Here is how it goes.

• Initiation : Hiring new employees starts with identifying the need for a new employee. This could be due to growth, turnover, or a new project. The HR team will work with the hiring manager to determine the role, responsibilities, and qualifications required for the position.
• Planning : Next, the HR team will create a job posting and determine where to post it to attract the right candidates. They’ll also decide on the screening criteria and interview process. Here, the hiring manager will create interview questions and review resumes.
• Execution : This is where the HR team and hiring manager review resumes, conduct phone screens, and interview candidates. They’ll evaluate each candidate based on their skills, experience, and fit for the company culture.
• Monitoring : Throughout the process, the HR team will keep track of the candidates’ progress and provide updates to the hiring manager. They’ll also stay in touch with the candidates to keep them informed of the process and answer any questions they may have.
• Closure : Once the hiring manager has decided on the top candidate, the HR team will extend the job offer and negotiate the terms of employment. When this offer is accepted, HR will initiate the onboarding process to get the new employee up to speed and ready to start their new role.

And there you have it! Recruiting new members is a multi-stage that requires collaboration between the HR team and the hiring manager to find the best candidate for the job.

Optimizing Virtual Onboarding

Take a look at the process.

• Initiation : The process starts with identifying the need for virtual onboarding due to remote work requirements. The HR team will work with the hiring manager to determine the best virtual onboarding approach based on the company culture and the new employee’s needs.
• Planning : The planning process includes developing an onboarding plan comprising the necessary equipment, technology, and resources required for the new employee to succeed. They’ll also create an onboarding schedule that outlines the training, orientation, and introduction to team members and company culture.
• Execution : In this stage, the HR team and hiring manager will work together to ensure the new employee can access all necessary equipment and resources. The employee will also be provided training on company-specific software or processes and introduced to their team members.
• Monitoring : The HR will keep track of the new employee’s progress and provide support and guidance as needed. They’ll also solicit feedback from the new employee to make any necessary adjustments to the onboarding process.
• Closure : For this, the HR team will provide ongoing support and resources to help the new employee integrate into the company culture without any hiccups.

Hold Training & Development Programs

This is what the process looks like.

• Initiation : This is where you identify the need for training and development within your organization. This may be prompted by a lack of skills or knowledge in a particular area or a desire to upskill your workforce.
• Planning : In this phase, you’ll want to identify the goals of your training program, the skills or knowledge you want to impart, and the appropriate training method or approach to achieve those goals. You’ll also need to decide on the logistics of the training program, such as the location, duration, and cost.
• Execution : This is the phase where you actually deliver the training program. Ensure that the program is delivered in a way that engages your learners. Also, ensure that they have the opportunity to practice and apply the skills or knowledge that they’re learning.
• Monitoring : During the monitoring phase, keep an eye on your learners’ progress and the training program’s effectiveness. You may gather feedback from your learners and adjust the training program as needed.
• Closure : In this final phase, evaluate your training program’s success against the goals you set in the planning phase. Document the training program and its outcomes so that you can use this information to inform future training programs.

Drive Business Growth with Streamlined HR Processes

Project human resource management is a critical function that helps HR managers plan, execute, and monitor everyday HR initiatives. You can achieve better business outcomes by building strong working relationships, optimizing daily HR processes, and prioritizing key objectives. Also, with the help of project management, HR managers can ensure that their initiatives are delivered efficiently and effectively, resulting in a more engaged, productive, and diverse workforce.

Not only can this lead to significant cost savings, but it can also improve overall business efficiencies. So leverage the best HR practices and onboard an efficient HR project management system to ace your projects and see your business thrive!

Frequently Asked Questions

Q. what is the role of human resources in project management.

The human resource is of the utmost importance in project management as it is the sole driving factor in the process. Identifying the team members, talent and skill-sets, forming teams, assigning roles to them, and acquiring new talents or outsourcing – all these components are highly crucial for the project management and involve human resources. So, human resource is the heart and soul of project management.

Q. Why is human resource management so important during project execution?

Human resource management ensures:

• Timely delivery
• Successful project completion
• Acquiring proper teams and developing them. so that project development is not affected
• No delays or conflicts are encountered
• Brilliant team members are lauded and praised
• All the project activities are completed on time and milestones are not affected; and lots more

Hence, during the project execution, careful management of human resources is a must!

Q. What are the common roles in a human resource project?

The most prominent roles in a human resource project are as follows:

• Identify the correct people required for project development and completion
• Acquiring team with people having a variety of skill levels required for any project
• Ability to comprise a team with members who complement each other and work with the united goal in mind
• Analyze work history and educational background to complete the project properly
• Ability to constitute a plan for the entire project lifecycle and allot human resources as well as other resources for the plan which is called resource calendar

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About the author

David miller.

David is a Project Management expert. He has been published in elearningindustry.com , simpleprogrammer.com . As a project planning and execution expert at ProProfs, he has offered a unique outlook on improving workflows and team efficiency. Connect with David for more engaging conversations on Twitter , LinkedIn , and Facebook .

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Human Resource Planning (HRP) Meaning, Process, and Examples

Adam Hayes, Ph.D., CFA, is a financial writer with 15+ years Wall Street experience as a derivatives trader. Besides his extensive derivative trading expertise, Adam is an expert in economics and behavioral finance. Adam received his master's in economics from The New School for Social Research and his Ph.D. from the University of Wisconsin-Madison in sociology. He is a CFA charterholder as well as holding FINRA Series 7, 55 & 63 licenses. He currently researches and teaches economic sociology and the social studies of finance at the Hebrew University in Jerusalem.

What Is Human Resource Planning (HRP)?

Human resource planning (HRP) is the continuous process of systematic planning to achieve optimum use of an organization's most valuable asset—quality employees. Human resources planning ensures the best fit between employees and jobs while avoiding manpower shortages or surpluses.

There are four key steps to the HRP process. They include analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply, and supporting organizational goals. HRP is an important investment for any business as it allows companies to remain both productive and profitable.

Key Takeaways

• Human resource planning (HRP) is a strategy used by a company to maintain a steady stream of skilled employees while avoiding employee shortages or surpluses.
• Having a good HRP strategy in place can mean productivity and profitability for a company.
• There are four general steps in the HRP process: identifying the current supply of employees, determining the future of the workforce, balancing between labor supply and demand, and developing plans that support the company's goals.

Michela Buttignol

What Is Human Resource Planning (HRP) Used For?

Human resource planning allows companies to plan ahead so they can maintain a steady supply of skilled employees. The process is used to help companies evaluate their needs and to plan ahead to meet those needs.

Human resource planning needs to be flexible enough to meet short-term staffing challenges while adapting to changing conditions in the business environment over the longer term. HRP starts by assessing and auditing the current capacity of human resources.

Here, identifying a company's skill set and targeting the skills a company needs enables it to strategically reach business goals and be equipped for future challenges. To remain competitive, businesses may need advanced skills or to upskill their employees as the market environment evolves and changes.

To retain employees and remain competitive, HRP often looks at organizational design, employee motivation, succession planning, and increasing return on investment overall.

Challenges of Human Resource Planning (HRP)

The challenges to HRP include forces that are always changing. These include employees getting sick, getting promoted, going on vacation, or leaving for another job. HRP ensures there is the best fit between workers and jobs, avoiding shortages and surpluses in the employee pool.

To help prevent future roadblocks and satisfy their objectives, HR managers have to make plans to do the following:

• Find and attract skilled employees.
• Select, train, and reward the best candidates.
• Cope with absences and deal with conflicts.
• Promote employees or let some of them go.

Investing in HRP is one of the most important decisions a company can make. After all, a company is only as good as its employees, and a high level of employee engagement can be essential for a company's success. If a company has the best employees and the best practices in place, it can mean the difference between sluggishness and productivity, helping to lead a company to profitability.

What Are the Four Steps to Human Resource Planning (HRP)?

There are four general, broad steps involved in the human resource planning process. Each step needs to be taken in sequence in order to arrive at the end goal, which is to develop a strategy that enables the company to successfully find and retain enough qualified employees to meet the company's needs.

Analyzing labor supply

The first step of human resource planning is to identify the company's current human resources supply. In this step, the HR department studies the strength of the organization based on the number of employees, their skills, qualifications, positions, benefits, and performance levels.

Forecasting labor demand

The second step requires the company to outline the future of its workforce. Here, the HR department can consider certain issues like promotions, retirements, layoffs, and transfers—anything that factors into the future needs of a company. The HR department can also look at external conditions impacting labor demand , such as new technology that might increase or decrease the need for workers.

Balancing labor demand with supply

The third step in the HRP process is forecasting the employment demand. HR creates a gap analysis that lays out specific needs to narrow the supply of the company's labor versus future demand. This analysis will often generate a series of questions, such as:

• Should employees learn new skills?
• Does the company need more managers?
• Do all employees play to their strengths in their current roles?

Developing and implementing a plan

The answers to questions from the gap analysis help HR determine how to proceed, which is the final phase of the HRP process. HR must now take practical steps to integrate its plan with the rest of the company. The department needs a budget , the ability to implement the plan, and a collaborative effort with all departments to execute that plan.

Common HR policies put in place after this fourth step may include policies regarding vacation, holidays, sick days, overtime compensation, and termination.

What Is the Goal of Human Resource Planning (HRP)?

The goal of HR planning is to have the optimal number of staff to make the most money for the company. Because the goals and strategies of a company change over time, human resource planning must adapt accordingly. Additionally, as globalization increases, HR departments will face the need to implement new practices to accommodate government labor regulations that vary from country to country.

The increased use of remote workers by many corporations will also impact human resource planning and will require HR departments to use new methods and tools to recruit, train, and retain workers.

Why Is Human Resource Planning Important?

Human resource planning (HRP) allows a business to better maintain and target the right kind of talent to employ—having the right technical and soft skills to optimize their function within the company. It also allows managers to better train the workforce and help them develop the required skills.

What Is "Hard" vs. "Soft" Human Resource Planning?

Hard HRP evaluates various quantitative metrics to ensure that the right number of the right sort of people are available when needed by the company. Soft HRP focuses more on finding employees with the right corporate culture, motivation, and attitude. Often these are used in tandem.

What Are the Basic Steps in HRP?

HRP begins with an analysis of the available labor pool from which a company can draw. It then evaluates the firm's present and future demand for various types of labor and attempts to match that demand with the supply of job applicants.

The Bottom Line

Quality employees are a company's most valuable asset. Human resource planning involves the development of strategies to ensure that a business has an adequate supply of employees to meet its needs and can avoid either a surplus or a lack of workers.

There are four general steps in developing such a strategy: first, analyzing the company's current labor supply; second, determining the company's future labor needs; third, balancing the company's labor needs with its supply of employees; and fourth, developing and implementing the HR plan throughout the organization.

A solid HRP strategy can help a company be both productive and profitable.

International Journal of Business and Management Invention. " Human Resource Planning-An Analytical Study ," Page 64.

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When it comes to setting goals as a human resources department, it’s critical to approach them with your organization’s values and culture as the North Star.  That’s where objectives and key results (OKRs) come in. OKR planning is a goal-setting framework that companies use to set and measure goals that support their mission. Once a company’s high-level OKRs are identified, departments are tasked with creating OKRs that align and support the overall mission. 

How to write solid HR OKRs

There’s a reason why high-performing HR teams set SMART—specific, measurable, attainable, realistic, and time-bound—goals. That way, they can track and measure how much progress they’ve made towards goals at any time throughout the quarter, iterating on them if need be. ‍

What are OKRs? It is a goal setting methodology that focuses on outcomes, empowering teams so they can figure out how to make the business successful. Anything else is not OKRs. Anything else is project management wine in OKR bottles. — christina r wodtke: the R is for radical focus (@cwodtke) June 25, 2021

We spoke with Nicole Kahansky, Content Marketing Manager at Hypercontext , who’s an expert in OKR-setting. She said, “There are a lot of jobs HR teams do that are traditionally more difficult to measure but incredibly important. For example, improving company culture or increasing engagement. The beauty of OKRs is that they help break down those loftier goals into incremental, digestible objectives with roadmaps to help you get there.” Nicole’s biggest piece of advice?  OKRs shouldn’t be top-down. “Developing OKRs together leads to buy-in and a sense of ownership across the team,” she explained.  With that in mind, we break down HR OKR examples by functional areas that you can tweak to make your own.

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Recruiting okr examples.

HR teams are tasked with coordinating the recruiting needs of an organization. In order to keep up with growth, set OKRs to guide team members through a successful recruiting process.  Objective : Launch a long-term candidate sourcing strategy.  Key results : 

• Compile employee engagement survey data into 3 data points for the careers page
• Vet sources in Applicant Tracking System (ATS) and invest in 2 strongest sources
• Decrease source time by 30%
• Reduce cost to hire by 10%

Objective : Reduce cost-per-hire.  ‍ Key results : 

• Increase employee referral program to a $2,500 bonus
• Recruit 10 engineers from 3 remote college career fairs
• Get 40% of applicants through free posts in talent communities

Compensation and benefits OKR examples

The compensation and benefits package that an organization offers is what sets them apart from competitors during hiring, as well as is a motivating factor for staff. Hypercontext shared one of their recommendations for a compensation and benefits OKR: ‍ ‍

Objective : Improve compensation and benefits metrics while staying within budget. Key results :

• Increase Salary Competitiveness Ratio to 8% over the closest competitors
• Collect 5 positive and 5 negative pieces of feedback on the compensation strategy from the top performers in every department
• Review and improve 2 underperforming programs aimed at improving employee productivity rate
• Evaluate 3 top-performing companies on benefit programs and finalize the best fit

In addition, here are other helpful compensation and benefit OKRs you can personalize:  Objective : Align paid time off (PTO) policy with industry standard.  Key results : 

• Make comparative study of 2 industry benchmarking reports
• Invest in PTO tracking and reporting system and onboard 100% of staff
• Add PTO chapter to managerial training and get 70% completion rate

Objective : Help employees to take advantage of their benefits.  Key results : 

• Send biweekly reminders of how employees can use benefits in Slack
• Increase 401K contribution sign up rate by 15%
• Get a 75% response rate from employee benefit survey through incentives

Hiring and onboarding OKR examples

Your team’s onboarding process sets the tone for what your new hire can expect from their new company.  HRDive reported that 28% of employees leave their company within 90 days for poor onboarding practices. Therefore, it’s crucial that HR teams to focus on a solid employee experience for long-term success.  Objective : Hire and onboard top talent.  Key results : 

• Interview 8 employees about their onboarding experience
• Launch 6 new training programs; 1 per department
• Hire 6 new employees (3 engineers, 2 marketers, 1 designer)

Objective : Improve onboarding experience.  Key results : 

• Decrease onboarding process from 12 days to one week
• Onboard 40% of staff to new mentor-mentee program
• Improve employee onboarding satisfaction rate by 10%
• Improve internal training program by 35% ‍

Culture OKRs

Honing in on a company culture supports employee happiness, retention rate, productivity, and much more.  For Oyster , a platform that helps companies hire, pay, and care for their people, they don’t just advocate for hiring talent anywhere in the world. They live by it. Oyster’s team is made up of 300+ employees spread across the world. Their Workplace team is hard at work to enable employees to do their best work. That’s why they have OKRs focused on employees’ connection with Oyster and with one another. Here’s just one of their culture-related objectives and key results:  Objective : Make working at Oyster the best job ever. Key results : 

• Improve average score in workload and stress from 3.2 to 4
• Create new connection, impact and/or delight for Oysters
• Host a virtual retreat where Oysters can connect with the company and each other

Rhys Black , Head of Remote at Oyster, relies on his team’s OKRs as way to grow quickly and strategically.  “Growing from a 17 to 300+ people team and experiencing exponential revenue growth in a span of one year isn’t easy. However, we’ve set these OKRs to ensure the entire Oyster team feels as supported as possible, while also helping them feel connected to one another, as it is easy to feel alone in a globally distributed, fast-growing team.” ‍

Rhys and his team are setting the bar with culture-related OKRs that push their business forward. Some other culture-related OKR examples include:  Objective : Establish an impactful employee wellness program Key results :

• Offer 5 employee wellbeing activities per quarter
• Onboard mental health partner and enroll 60% of staff
• Increase participation in quarterly fitness challenge by 15%

Objective : Improve team building through a virtual event Key result : 

• Survey 3 team members per department on concepts for the virtual event
• Achieve a 85% attendance rate
• Earn a 90% approval rate in post-event survey results

Training and development OKRs

Company training and development programs can benefit retention, culture, and workplace engagement. According to the LinkedIn Learning 2020 Workplace Learning Report , 94% of employees say they would stay at a company longer if it invested in their learning and development. That data alone should guide your team towards setting training and development OKRs.  ‍

Objective : Create a training and development program. Key results : 

• Get sign off for program from directors of each department. 
• Get a 70% attendance rate for each training and development program. 
• Get a 65% satisfaction rate from for each training and development program. 

Objective : Improve manager effectiveness.  Key results : 

• Hire managerial training consultancy and get 75% participation rate
• Send monthly employee surveys to get feedback on managers
• Improve managerial performance from review process by 40%

Employee engagement and satisfaction OKRs

Employee engagement and satisfaction directly impacts productivity and performance. It’s important to create a positive work environment and give employees a sense of purpose and belonging in your organization.  Hypercontext is highly aware of how employee engagement impacts their organization. That’s why they set this OKR:  Objective : Increase employee engagement across the organization. Key results :

• Conduct quarterly surveys on employee engagement and encourage over 80% participation to find effective ways to boost organizational performance
• Encourage 100% transparent communication by conversing one-on-one with your employees to get high-quality feedback on their experiences
• Achieve an eNPS score of 50+ by the end of the year
• Invest in at least 3 social activities per quarter to make employees feel included

Other employee engagement and satisfaction OKR examples include:  Objective : Improve employee morale and happiness. Key results : 

• Reduce the number of complaints from 10 to 3
• Achieve a satisfaction score of 8 or above
• Interview 20 employees on how to improve happiness across their team.

Objective : Improve employee retention. Key results : 

• Achieve a 90% retention rate across all departments
• Create career road maps for 100% of employees
• Increase Employee Net Promotor Score (eNPS) by 15%

Setting OKRs are a great method for HR departments to track and measure their performance. But keep in mind that iterations are welcome as circumstances change.  Take the COVID-19 pandemic for example. A human resources main OKR could have been to scale their organization by 25% before March 2020, but the impact of the COVID-19 pandemic could have triggered the organization to instead scale back the budget and put more resources towards mental health instead.  Reevaluate when need be; no OKR should be set and forget.  

Meet the Author

Sarah archer.

Sarah is Head of Content Strategy at Kona and MBA candidate at Boston University. She helps leaders prevent burnout and build culture in remote organizations.

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Contoh Action Plan HRD yang Efektif: Panduan Langka, Komponen, dan Praktik Terbaik

• Februari 13, 2024

Beranda » Blog ID » Contoh Action Plan HRD yang Efektif: Panduan Langka, Komponen, dan Praktik Terbaik

Action plan HRD ( Human Resources Development ) merupakan instrumen kunci dalam pengembangan sumber daya manusia suatu organisasi. Bagi KokoNas yang tengah merintis perencanaan HRD, pemahaman mendalam terkait komponen utama dan langkah-langkah efektif dalam action plan HRD sangat penting.

Artikel ini akan membahas secara komprehensif mengenai action plan HRD, menguraikan komponen utama, langkah-langkah pembuatannya, praktik terbaik, serta memberikan contoh konkret untuk membantu KokoNas merancang action plan HRD yang efektif.

Apa itu Action Plan HRD?

Action plan HRD ( Human Resources Development ) adalah suatu rencana strategis yang dirancang untuk mengelola dan meningkatkan sumber daya manusia dalam suatu organisasi. Action plan ini mencakup berbagai kegiatan pelatihan, pengembangan keterampilan, dan upaya untuk meningkatkan produktivitas dan kinerja karyawan.

Rencana aksi HRD memiliki peran penting dalam manajemen sumber daya manusia. Action plan HRD memberikan panduan strategis untuk meningkatkan keterampilan, pengetahuan, dan kinerja karyawan, yang pada gilirannya akan menghasilkan pertumbuhan dan keberlanjutan organisasi.

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Komponen Utama Action Plan HRD

Dalam action plan HRD terdapat beberapa komponen utama yang yang harus KokoNas ketahui, antara lain:

1. Analisis Kebutuhan Pelatihan

Analisis kebutuhan pelatihan merupakan langkah awal dalam action plan HRD. Identifikasi kekurangan keterampilan, pengetahuan, dan kompetensi karyawan yang perlu diperbaiki.

2. Tujuan dan Sasaran Pelatihan

Tentukan tujuan jangka panjang dan sasaran spesifik untuk setiap program pelatihan. Hal ini membantu mengarahkan upaya pelatihan sesuai dengan visi dan misi organisasi.

3. Strategi Pelatihan

Pilih metode dan pendekatan pelatihan yang sesuai dengan kebutuhan karyawan. Apakah itu pelatihan langsung, online , atau kombinasi dari keduanya, strategi pelatihan harus mendukung pencapaian tujuan.

4. Penilaian Pelatihan

Perluasan penilaian pelatihan membantu mengukur efektivitas program. Evaluasi dapat melibatkan tes, observasi, atau umpan balik dari peserta pelatihan.

5. Anggaran Pelatihan

Tentukan alokasi anggaran yang memadai untuk mendukung pelaksanaan action plan HRD. Pengelolaan anggaran dengan bijak memastikan kelancaran seluruh program.

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Langkah-Langkah Membuat Action Plan HRD yang Efektif

Adapun langkah-langkah action plan HRD yang harus dilakukan secara bertahap yaitu:

Mulailah dengan menganalisis secara menyeluruh kebutuhan pelatihan karyawan. Identifikasi area di mana peningkatan diperlukan, baik itu keterampilan teknis maupun soft skills .

2. Menetapkan Tujuan dan Sasaran Pelatihan

Definisikan dengan jelas tujuan jangka panjang yang ingin dicapai melalui action plan HRD. Tentukan juga sasaran spesifik untuk setiap program pelatihan.

3. Menentukan Strategi Pelatihan

Pilih strategi pelatihan yang sesuai dengan kebutuhan dan karakteristik karyawan. Apakah itu pelatihan in-house , workshop eksternal, atau pelatihan online , pastikan sesuai dengan konteks organisasi.

4. Menentukan Penilaian Pelatihan

Rancang sistem penilaian yang objektif untuk mengukur keberhasilan pelatihan. Gunakan kombinasi metode evaluasi, termasuk tes, studi kasus, atau observasi langsung.

5. Menetapkan Anggaran Pelatihan

Dengan mempertimbangkan hasil analisis kebutuhan dan tujuan yang ditetapkan, alokasikan anggaran secara efisien. Pastikan untuk memasukkan biaya pelatihan, materi, dan sumber daya lainnya.

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Praktik Terbaik dalam Membuat Action Plan HRD yang Efektif

Jika KokoNas masih bingung bagaimana cara menerapkan action plan HRD, ada beberapa praktik terbaik yang bisa digunakan, antara lain:

1. Melibatkan Karyawan dalam Proses Perencanaan

Libatkan karyawan dalam identifikasi kebutuhan dan perencanaan pelatihan. Ini tidak hanya meningkatkan partisipasi tetapi juga memastikan bahwa program pelatihan relevan dan sesuai dengan kebutuhan mereka.

2. Memiliki Rencana Darurat

Sertakan rencana darurat dalam action plan HRD. Ini dapat mencakup strategi penggantian instruktur, bahan pelatihan cadangan, atau langkah-langkah lainnya untuk mengatasi kendala yang mungkin muncul.

3. Menggunakan Teknologi untuk Meningkatkan Efisiensi

Manfaatkan teknologi, seperti platform e-learning atau perangkat lunak manajemen pelatihan, untuk meningkatkan efisiensi dalam pelaksanaan action plan HRD. Ini dapat mempermudah pemantauan, pelaporan, dan evaluasi.

4. Melakukan Evaluasi dan Perbaikan Berkala

Lakukan evaluasi reguler terhadap pelaksanaan action plan HRD. Gunakan umpan balik dari peserta dan hasil penilaian untuk melakukan perbaikan dan peningkatan terus-menerus.

Contoh Action Plan HRD yang Efektif

Dalam pengembangan action plan HRD yang efektif, perlu diperhatikan kebutuhan spesifik dan tujuan organisasi. Berikut adalah beberapa contoh action plan HRD yang dapat diadopsi untuk berbagai jenis pelatihan:

1. Contoh Action Plan HRD untuk Pelatihan Karyawan Baru

Untuk memastikan adaptasi yang lancar dan pemahaman yang mendalam terhadap budaya organisasi, action plan HRD untuk pelatihan karyawan baru dapat mencakup langkah-langkah sebagai berikut:

• Analisis kebutuhan : Identifikasi keterampilan dasar yang diperlukan dan pahami tugas serta tanggung jawab masing-masing posisi.
• Tujuan pelatihan : Meningkatkan integrasi karyawan baru dan mempercepat pemahaman terhadap nilai dan norma perusahaan.
• Strategi pelatihan : Sesi orientasi menyeluruh, program mentorship dengan karyawan berpengalaman, dan pelatihan modul online untuk pemahaman lebih mendalam.
• Penilaian pelatihan : Evaluasi kinerja selama periode adaptasi untuk memastikan pemahaman yang efektif.
• Anggaran pelatihan : Alokasikan dana untuk pelatihan dan orientasi, termasuk pembayaran mentor dan materi pelatihan.

2. Contoh Action Plan HRD untuk Pelatihan Keterampilan Karyawan

Dalam situasi di mana karyawan perlu meningkatkan keterampilan khusus terkait tugas atau proyek tertentu, action plan HRD dapat dirancang sebagai berikut:

• Analisis kebutuhan : Identifikasi kekurangan keterampilan yang dapat memengaruhi pencapaian tujuan proyek atau tugas.
• Tujuan pelatihan : Peningkatan keterampilan yang relevan dengan tugas atau proyek tertentu.
• Strategi pelatihan : Workshop intensif, pelatihan langsung oleh ahli di bidangnya, dan mentoring yang bersifat praktis.
• Penilaian pelatihan : Melibatkan peserta dalam proyek nyata yang membutuhkan penerapan keterampilan yang dipelajari, dan mendapatkan umpan balik dari rekan kerja.
• Anggaran pelatihan : Menghitung biaya instruktur, materi pelatihan, dan sumber daya lain yang dibutuhkan.

3. Contoh Action Plan HRD untuk Pelatihan Manajemen

Dalam pengembangan keterampilan kepemimpinan dan manajemen, action plan HRD dapat difokuskan pada langkah-langkah berikut:

• Analisis kebutuhan : Evaluasi keterampilan manajerial tim dan identifikasi area pengembangan.
• Tujuan pelatihan : Meningkatkan keterampilan kepemimpinan dan manajemen dalam tim.
• Strategi pelatihan : Pelatihan berjenjang, workshop kepemimpinan, dan diskusi kelompok.
• Penilaian pelatihan : Penugasan studi kasus dan proyek manajemen yang memungkinkan evaluasi kinerja.
• Anggaran pelatihan : Perhitungan biaya untuk instruktur, fasilitator, dan materi pelatihan manajerial.

Action plan HRD bukan hanya sekadar langkah formal, tetapi suatu kebutuhan strategis dalam meningkatkan kinerja organisasi. Dengan pemahaman yang baik terhadap komponen utama dan langkah-langkah pembuatannya, KokoNas dapat merancang action plan HRD yang efektif sesuai dengan kebutuhan spesifik organisasi.

Untuk meningkatkan efektivitas action plan HRD yang telah dibuat, KokoNas dapat memanfaatkan Software HRD Indonesia seperti Lark Suite dari Astakona . Sebagai all-in-one IT provider , Astakona dapat membantu action plan HRD KokoNas agar dapat berjalan lebih optimal.

Bagaimana caranya? Lark Suite dari Astakona menyediakan berbagai fitur yang mendukung manajemen sumber daya manusia, sehingga meningkatkan efisiensi, kreativitas, dan keterlibatan organisasi.

Tunggu apa lagi? Maksimalkan potensi pengelolaan SDM yang KokoNas miliki sekarang juga bersama Astakona !

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Menyusun Program Kerja HRD untuk Menunjang MSDM yang Baik

Tugas HRD bertujuan mengembangkan talenta individu di dalam perusahaan. Itulah sebabnya, perusahaan perlu menyusun program kerja HRD untuk menunjang MSDM yang baik, seperti mengelola sumber daya manusia, menyusun dan merencanakan program pelatihan dan pengembangan SDM, dan sebagainya. Simak penjelasan lengkapnya dalam ulasan di artikel ini.

Apa Itu Manajemen Sumber Daya Manusia (MSDM)?

Pada umumnya, MSDM dapat diartikan sebagai upaya perusahaan atau organisasi mengelola talenta yang dimilikinya. Bisa dikatakan, manajemen Sumber Daya Manusia (MSDM) adalah pendekatan dan praktik yang perusahaan gunakan untuk mengelola aspek-aspek berkaitan dengan tenaga kerja atau sumber daya manusia mereka. 

Ini mencakup perencanaan, perekrutan, seleksi, pelatihan, pengembangan, evaluasi kinerja, kompensasi, pengambilan keputusan, dan berbagai aspek lainnya yang berkaitan dengan karyawan dan pekerjaan mereka. 

Tujuan utama MSDM untuk mengoptimalkan kontribusi sumber daya manusia dalam mencapai tujuan organisasi serta meningkatkan kualitas kehidupan kerja bagi karyawan. Sementara ruang lingkup pekerjaan dalam mengelola tenaga kerja biasanya berada di bawah tanggung jawab divisi Human Resource Management (HRM). 

Tugas dan Program Kerja HRD

Pada penjelasan di atas sudah terlihat jelas bahwa tugas MSDM dimulai dari proses perekrutan, penempatan karyawan pada posisi yang sesuai, pengelolaan dan pengarahan talenta, memastikan karyawan memiliki performa kerja terbaik hingga hasil yang diberikan juga maksimal.

Keterampilan dasar dari divisi HRD ini mampu mengelola dan mengembangkan talenta dengan baik dan efektif untuk menciptakan tenaga kerja yang berkualitas. HRD juga bertanggung jawab mengawasi, memberikan pembinaan, menyediakan layanan administrasi, dan pelatihan agar lingkungan kerja menjadi lebih kondusif.

Itulah sebabnya, program kerja HRD harus selaras dengan fungsi MSDM yang berada di bawah HRD itu sendiri. Misalnya, merencanakan upaya yang akan dilakukan oleh perusahaan dalam mencapai tujuan perusahaan. 

Tanggung jawab HRD termasuk melakukan perekrutan dan seleksi tenaga kerja berkualitas untuk mengisi posisi yang tersedia dan bertanggung jawab atas pekerjaannya setelah melalui proses seleksi berkas dan berbagai uji kompetensi yang dibutuhkan.

Selain itu, program kerja HRD juga harus selaras dalam meningkatkan integrasi antara karyawan dan perusahaan. Pengintegrasian di sini menjadi salah satu proses untuk menyelaraskan kepentingan perusahaan dengan kebutuhan karyawan melalui kesepakatan bersama sehingga dapat saling menguntungkan.

Selanjutnya, program kerja HRD juga berkaitan dengan pemeliharaan SDM, seperti memastikan kesejahteraan pekerja dengan memberikan tanggung jawab yang seimbang dengan waktu kerja dan gaji yang diterima, serta meningkatkan loyalitas pekerja. 

Program kerja dalam meningkatkan MSDM adalah strategi HRD untuk menghasilkan talenta yang berkualitas dan lingkungan kerja positif. 

Program kerja HRD ini bertujuan untuk mendukung tercapainya kesuksesan bersama seperti yang telah ditargetkan oleh perusahaan. 

Agar dapat mencapainya, berikut beberapa program HRD yang dapat diterapkan dalam menunjang MSDM yang baik.

1. Melakukan Pembaharuan Struktur Organisasi

Program kerja HRD yang pertama adalah melakukan pembaharuan struktur organisasi jika diperlukan, terutama yang berkaitan dengan sistem kerja. 

Struktur organisasi berguna untuk mengetahui posisi masing-masing karyawan dan proses koordinasi sesuai dengan garis yang telah ditentukan. Hal ini diperlukan untuk meminimalisir kesalahan dalam melakukan koordinasi.

2. Mengatur Strategi Rekrutmen dan Penempatan Karyawan yang Efektif

Strategi perekrutan yang efektif berperan penting dalam menemukan talenta terbaik. Kemudian program kerja HRD juga menyangkut tentang pendistribusian jumlah tenaga kerja di masing-masing departemen atau divisi. 

Hal ini perlu tim HR lakukan agar dapat memenuhi kebutuhan karyawan pada setiap bagian dengan tenaga kerja yang menguasai bidangnya masing-masing.

3. Membuat Program Pelatihan bagi Karyawan

Saat menyusun program kerja HRD, maka perlu dipertimbangkan pula untuk membuat program pelatihan karyawan sekaligus pelatihan dan pengembangan SDM.

Program kerja HRD juga menyangkut pelatihan dan pengembangan SDM . Oleh sebab itu, HRD perlu menyusun pelatihan atau mentoring untuk meningkatkan pengetahuan dan keterampilan tertentu yang harus karyawan miliki.

4. Membangun Komunikasi yang Efektif

Kemampuan berkomunikasi menjadi salah satu faktor utama yang harus kamu miliki untuk mencapai kesuksesan. 

Komunikasi yang baik dapat menjadi fasilitator dalam menyelaraskan kepentingan perusahaan dan kebutuhan karyawan. Hal ini juga dapat meningkatkan loyalitas pekerja.

5. Menyusun Jenjang Karir Bagi Karyawan

Program kerja HRD juga harus mencakup penyusunan jenjang karir bagi karyawan. HRD harus mampu memfasilitasi karyawan dalam mencapai target atau posisi yang mereka inginkan.

Caranya bisa dengan memberi kesempatan mengikuti pelatihan, tes performa, dan sebagainya untuk meningkatkan karir. 

Dengan cara ini pula, HRD dapat memotivasi dan meningkatkan semangat pekerja sehingga dapat bersaing secara positif, bahkan dapat memberikan hasil terbaik bagi perusahaan.

6. Menciptakan Suasana Kerja yang Nyaman

Menciptakan lingkungan kerja yang harmonis dapat dicapai dengan memberikan reward kepada karyawan yang berhasil dan memberikan punishment kepada karyawan yang melanggar. 

Selain itu, menciptakan sinergi antar karyawan dan atasan, serta penyelesaian masalah yang efektif dan tidak merugikan pihak manapun.

7. Memastikan Keselamatan dan Kesehatan Karyawan

Dalam program kerja HRD juga harus berfokus pada manajemen keselamatan kerja karyawan, menjaga kesehatan karyawan baik fisik maupun mental, menyusun strategi meminimalkan konflik, dan perbaikan kualitas fasilitas di lingkungan kerja.

Program kerja HRD umumnya dilakukan untuk meningkatkan manajemen sumber daya manusia yang baik. Kamu bisa mencapainya dengan melakukan pembaharuan struktur organisasi, dan semua poin di atas. Kemudian jika kamu berprofesi sebagai HR, cari tahu juga mengenai Ruang Lingkup MSDM , yuk.

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