Here are a few suggestions to get started:
1. Please align the HR interface with the organization's goals for the next annual year. For example, if 300 hires are to be closed next year, it means allocating a budget to scale up recruitment, training, and new hire orientation becomes a priority.
2. Next, look at the strategic alignment for the next year. Is it skewed towards saving costs or increasing efficiency? You need to plan the buffer accordingly.
3. Finally, the industry you belong to will have its leading and lagging factors. Hence, you need to benchmark the standards to be achieved. This would reflect in the bonuses you agree to distribute or the training program investment that you assign.
This study for you needs to go further than these three starting points. Please look into the attached article and the set of documents used by different companies. These documents are for your reference, which will help you build the budget for your company.
If you wish to discuss this further with us, please share more about what you are looking for. Wish you all the best!
- Article:
http://citeman.com (link updated to site home)
- Complete Zip:
https://www.citehr.com/97463-hr-budg...#axzz18NvdnGyu
- HR budget Six Sigma template:
https://www.citehr.com/108587-hr-bud...#axzz18NuYOpqD
- Draft:
https://www.citehr.com/211999-how-pr...#axzz18O2OWK9i
- Downloads:
https://www.citehr.com/download-list...uery=HR+Budget
Regards,
(Cite Contribution)