Hello friends,
I am the sole HR professional in a construction company with around 120 employees. My boss is requesting an HR action plan for 2011, but even after showing him all the plans, he doesn't appear to be satisfied. Can anyone assist me in becoming more productive?
From India, Bhubaneswar
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1I am the sole HR professional in a construction company with around 120 employees. My boss is requesting an HR action plan for 2011, but even after showing him all the plans, he doesn't appear to be satisfied. Can anyone assist me in becoming more productive?
From India, Bhubaneswar
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Greetings,
The action plan would depend on the organizational goals and requirements for this year. I suggest the following steps:
- Divide the organizational plan into the top three categories.
- Take each category and identify the HR impact on it.
- Identify what you need to achieve or resolve.
- Check your bandwidth to achieve the goal and draw your resource plan.
- Set a path with resources, duration, and budget mentioned in it.
- Drill down to every function and task to set parameters towards goal achievement.
Suppose your organization wants to be the preferred employer or open new offices in different locations. The HR implications would involve re-evaluating the employee engagement program to become a preferred employer and hiring in new areas if the organization is planning for an expansion.
Please share more about the organizational goals so that we can work further on this. You need to have a clear start-to-finish map for the year.
You may consider reading these discussions about HR Action plans to understand it more: [HR Accounting zip](https://www.citehr.com/97463-hr-budget-audit-accounting-planning-details.html#post373945)
Regards,
(Cite Contribution)
From India, Mumbai
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The action plan would depend on the organizational goals and requirements for this year. I suggest the following steps:
- Divide the organizational plan into the top three categories.
- Take each category and identify the HR impact on it.
- Identify what you need to achieve or resolve.
- Check your bandwidth to achieve the goal and draw your resource plan.
- Set a path with resources, duration, and budget mentioned in it.
- Drill down to every function and task to set parameters towards goal achievement.
Suppose your organization wants to be the preferred employer or open new offices in different locations. The HR implications would involve re-evaluating the employee engagement program to become a preferred employer and hiring in new areas if the organization is planning for an expansion.
Please share more about the organizational goals so that we can work further on this. You need to have a clear start-to-finish map for the year.
You may consider reading these discussions about HR Action plans to understand it more: [HR Accounting zip](https://www.citehr.com/97463-hr-budget-audit-accounting-planning-details.html#post373945)
Regards,
(Cite Contribution)
From India, Mumbai
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PP-Vol-53 Employee engagement- hr - mktg.pdf
HR Admn - Goals Objectives-2008 (Edited ).ppt