Hi Can any one share with me the planning of HR dept ( HR INITIATIVES) for the next financial year i.e. 2011-12 in their respective companies for my reference RAMANCG
From India, Pune
Acknowledge(0)
Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
Please specify the query as it is a huge open-ended question, or do you want the whole HR planning? Still, I will try to summarize (it is general, not specific to any company):
Recruitment
- Get the whole year's report first (number of CVs received, shortlisted, stage-wise analysis, etc.). Please do the stage-wise ratio analysis. If consistently done over 2 to 3 years, you will gain a lot of trends and information.
- Get details of the source of your recruitment to identify which source is working well for which kind of openings.
- Recruitment cost analysis: how much money and resources are spent. This will help you to make next year's projections.
Attrition Analysis
This will help you to find the trend of exits. You can also analyze the exit interviews. Everything will give you inputs for various HR-related plans and strategies.
Recruitment Projections
- Based on attrition and recruitment analysis, one can start doing projections for the next year based on attrition rates. For example, if I have 100 people, need to fill 10 vacancies, and current attrition is 10%, the people required will be 20 or 21. How? You are recruiting for 10 vacancies, so the total becomes 110. Apply 10% attrition on it, which comes to 11, so the total recruitment required would be 21.
- Based on this, one can project about resources, etc., linking attrition data with recruitment analysis. For example, as per analysis, if a total of 10 CVs is required to close one position and needs 8 technical interviews, then to close 21 positions, we need 210 CVs and 168 technical interviews.
Policies and Legalities
- You can plan to update all your policies and processes.
- Ensure that all legal compliances are being followed, etc.
Performance Management System (PMS)
- Check the past year's data of appraisal forms; this will help to know more things and plan for the future. It may help for Training Needs Analysis (TNA).
Rewards & Employee Engagement
- Evaluate your reward system and check. One can plan for next year how to appreciate and reward them, what sort of behavior to be rewarded, etc.
- Evaluate and plan different employee engagement activities as per your organization's needs.
Compensation & Benefits
- This is one of the core areas; never overlook this as whatever we do, the bottom line always matters.
- Look at the compensation structure, where the industry is going, how the cost of living is increasing.
- Work on benefit options which can be availed by the employees along with tax savings.
Training/Employee Development/L&D
- Identify needs and develop a whole plan - stage-wise with costs involved, etc.
- Plan your training methods.
- Plan your evaluation techniques. (Please read the article on Citeman.com posted on 2nd March: Train not Drain)
One can also look at Organizational Development (OD) initiatives which the company needs.
By the way, the points mentioned above are very broad in themselves. What one can do is to look at the organization's needs and accordingly check what is to be planned. Please plan it in stages.
Request you to throw the specific query which will help others to understand and give suggestions accordingly.
Do share your queries...
Regards,
Rahul
From India, Mumbai
Acknowledge(0)Amend(0)
3Recruitment
- Get the whole year's report first (number of CVs received, shortlisted, stage-wise analysis, etc.). Please do the stage-wise ratio analysis. If consistently done over 2 to 3 years, you will gain a lot of trends and information.
- Get details of the source of your recruitment to identify which source is working well for which kind of openings.
- Recruitment cost analysis: how much money and resources are spent. This will help you to make next year's projections.
Attrition Analysis
This will help you to find the trend of exits. You can also analyze the exit interviews. Everything will give you inputs for various HR-related plans and strategies.
Recruitment Projections
- Based on attrition and recruitment analysis, one can start doing projections for the next year based on attrition rates. For example, if I have 100 people, need to fill 10 vacancies, and current attrition is 10%, the people required will be 20 or 21. How? You are recruiting for 10 vacancies, so the total becomes 110. Apply 10% attrition on it, which comes to 11, so the total recruitment required would be 21.
- Based on this, one can project about resources, etc., linking attrition data with recruitment analysis. For example, as per analysis, if a total of 10 CVs is required to close one position and needs 8 technical interviews, then to close 21 positions, we need 210 CVs and 168 technical interviews.
Policies and Legalities
- You can plan to update all your policies and processes.
- Ensure that all legal compliances are being followed, etc.
Performance Management System (PMS)
- Check the past year's data of appraisal forms; this will help to know more things and plan for the future. It may help for Training Needs Analysis (TNA).
Rewards & Employee Engagement
- Evaluate your reward system and check. One can plan for next year how to appreciate and reward them, what sort of behavior to be rewarded, etc.
- Evaluate and plan different employee engagement activities as per your organization's needs.
Compensation & Benefits
- This is one of the core areas; never overlook this as whatever we do, the bottom line always matters.
- Look at the compensation structure, where the industry is going, how the cost of living is increasing.
- Work on benefit options which can be availed by the employees along with tax savings.
Training/Employee Development/L&D
- Identify needs and develop a whole plan - stage-wise with costs involved, etc.
- Plan your training methods.
- Plan your evaluation techniques. (Please read the article on Citeman.com posted on 2nd March: Train not Drain)
One can also look at Organizational Development (OD) initiatives which the company needs.
By the way, the points mentioned above are very broad in themselves. What one can do is to look at the organization's needs and accordingly check what is to be planned. Please plan it in stages.
Request you to throw the specific query which will help others to understand and give suggestions accordingly.
Do share your queries...
Regards,
Rahul
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Planning-ACC.zi p
HR Planning Tools.doc
HR Planning.ppt