Hello All, Can some one please guide me in preparing HR Roadmap for my company. Any format for the same or guidelines on how to prepare. Thank you in Advance, chandrika
From India, Mumbai
Dear Chandrika,

The HR roadmap has to be customised. It cannot be a "copy and paste" work. The roadmap will depend on the following factors:

a) The nature of the industry
b) The number of the employees
c) Average education level of the employees
d) The present HR practices followed in the company. Are the practices relevant to the 21st century or the company is still grappling with the practices of the erstwhile "Personnel Management"?
e) The people issues specific to the company
f) Whether the company has done any strategic audit and if yes, then what are issues related to HR?
g) The level of empowerment of the staff in general and of HR professionals in particular
h) How the HR department is viewed by the top management? Mentally have they accepted transformation from the erstwhile "Personnel Department" to the "HR Department" or is it old wine in a new bottle?
i) What is the psychology of HR professionals? Are they assertive enough or play a second fiddle to the other departments?
j) Does the top leadership treat all the departments equally or do they have a strong orientation towards a particular department?
k) Over and above the MD, is there anyone who calls the shots in the company? Is the idea of an HR roadmap acceptable to them?
l) Does the company have a labour union? If yes, then how strong is it? Overall what are the IR issues that came up in the last 4-5 years?

I hope the above points clarify everything. If you still need clarification, then feel free to call me.

Thanks,

Dinesh Divekar

From India, Bangalore
Dear Colleague,

Very well briefed by our Colleague on this interesting subject matter. The HR Road map has to be made very opt and in a buffeting manner for your organization only considering all internal factors. In addition to what our learned colleague briefed, kindly consider few of the insights given below which I share from my past experience of having prepared HR Road Maps for more than 6 plus organizations.

1. The HR Road Map has to reach the destiny which are predetermined and pre-fixed after careful thought and taking all insights from the Top Management

2. This is like a Blue print where we need to start from the destination we want to reach in each critical success factors

3. You may chose limited critical hr factors : Like arriving a destinations which are measurable / quantifiable which most important. Some of the Road Map destinations we chosen in the past were like : Best in Industry retention level- Mention what% ? / Revenue per employee- mention what INR or USD ? / Best Employer Branding - Mention what indicator like any leading Consulting firm accreditation or some good measure / Total Employee Involvement - what measures from which level to which level and so on. Like this you have to fix few critical success factors that are brining very big impact to the Business for - Sustainability - Growth- Reputation- and so on.

4. Involve Top Management / Business Leaders / Promotors in arriving HR Road Map and enroll them for their insights, value additions and to bring their expectations into the road map.

5. Then you have to create the routes may be 4 or 5 sub- ways to reach the destiny by concrete actions / projects / linkage to the sub-systems of HR so that the Road Map is attainable and people work towards it

6. Present the Road Map and Sub-Ways to selected Core Group with all connect to the Organizational Systems and HR Systems for that matter including Business Process connectivity. Take input and fine-tune further and finalize.

7. The present it to the Top Management

8. Roll out in an effective Manner with a clear Review Mechanism

9. Measure, Review, Reward, Change Destination are important 4 Pillars to make the Road Map very successful

10. It may look like highly theoretical but with full dedication and focus this will bring focus / connect in all HR subsystems / Business sub-systems and also add a big impact to Business in terms of enabling Sustainability of Business, Growth of the Business, and Reputation of the Organization etc

Kindly read more and more literatures on HR Road Map and then move on as it will give lot of strength and meaning to HR as a Profession. All the Best Colleague !!!

From India, Chennai
Dear CiteHR Member,

Your quest for seeking a HR Roadmap for your company needs to be reviewed in the light of 12-point appraisal as delineated by our senior member Dinesh Divekar. It is primary information to know as to what type of company you are talking about, and whether you are an employee or someone else to collect knowledge about your project. If you are an employee then whether you are in HR Department (Personnel Dept.) or working in some other department of the company. If you are deployed in HR Dept. then there is lot of exercise to be done beginning from the recruitment rules, process of appointment, regular and contractual appointments, training, probation, temporary, permanent status of employees, annual appraisal, target reviews, incentive, bonus, conduct and discipline rules, promotion policy, retirement etc and compliance with relevant statutes as applicable to the company. You can work on these points and frame your rules or you can seek help from any consultant.

Regard and good wishes,
Chandramani Lal Srivastava
Master Consultant 9315516083

New Delhi.

From India, New Delhi
Hi Very good points are brought by the members Happy to read. Thanks and best wises Ram K Navaratna Chief Executive HR Resonance Bangalore
From India, Bangalore

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