HR PLANNING

SHOULD TAKE INTO CONSIDERATION

INTERNAL COMPANY FACTORS LIKE
******************************************************************
1.Corporate VISION

2. Corporate Mission

3. Corporate Objective

4. Corporate Strategy

5.Corporate Organization Policy/ Budget Guidelines.

6. Corporate HR objective/ strategy

7. Corporate Industrial Relations Policy

8. Corporate Sales forecasts [ 3 or 5 ]

9. Corporate Product Plans [ 3 or 5 ]

10. Corporate Production forecasts. [ 3 or 5 ]

=================================================

NOW you have mission/objectives/strategies/plans/budget/schedules.

IN case of HR, which is a department by itself,

MUST discuss with other departments of their
expectations/ intentions on HUMAN RESOURCES.
***************************************************************************
*

This final corporate mission statement, objectives and strategies

becomes the foundation information for the HR department
to work out your departmental objectives/strategies/plans.

STEP A
Discuss with the various other departments like sales/ production/
distribution/accounting/ IT etc about their requirements
-for manpower
-recruitments
-replacements
-training
etc etc

Once you get their departmental requirements, HRM develops

*INTERNAL SUPPLY ESTIMATES FOR EACH DEPARTMENT/TOTAL

-staff skills inventories
-management inventories
-replacements requirements
-transition requirements
*MANAGING WORK OPTIONS FOR EACH DEPARTMENT / TOTAL
-shorter weeks
-flexitime
-telecommuting
-virtual organizations.
==================================
-HR PLANNING

HR Planning includes

CURRENT SITUATION/ ANALYSIS OF COMPANY HR

1.Assessment / Audit of the current manpower profile

-numbers
-skills
-ages
-flexibility
-sex
-experience
-capabilities
-character
-potential

and also

-normal turnover,
-staff movements planned
-retirements
-succession planning
etc.

2. KEY SUCCESS FACTORS OF HR

3. HR [ SWOT ] ANALYSIS
-STRENGTHS
-WEAKNESSES
-THREATS
-WEAKNESSES

4. HR MARKET [ DEMAND/SUPPLY]
-SKILL AVAILABILITY
============================================

1.HR OBJECTIVES

2.HR STRATEGY

3. HR PLANNING

These include

-Recruitment/ Selection PLANNING

-Induction / Orientation PLANNING
-Training / Developement PLANNING
-Compensation PLANNING
-Salary administration PLANNING
-Payroll Administration PLANNING
-Performance Appraisal PLANNING
-Performance Management PLANNING
-Industrial Relations PLANNING
-Promotions PLANNING [ IF ANY ]
-Terminations PLANNING
-Transfers PLANNING
-Staff amenities. PLANNING
-retraining planning
-early retirement planning
-redundancy planning
-changes in workforce utilization planning
-career path planning
-succession planning
-personnel and career planning
===========================================
2.HR ORGANIZING

-Recruitment/ Selection ORGANIZNG

-Induction / Orientation ORGANIZING
-Training / Developement ORGANIZING
-Salary administration ORGANIZING
-Payroll Administration ORGANIZING
-Performance Appraisal ORGANIZING
-Terminations ORGANIZING
-Transfers ORGANIZING
-Staff amenities ORGANIZING
-retraining ORGANIZING
-redundancy ORGANIZING
-career path PROGRAM ORGANIZING
-Event organizing.
=======================================
3.HR STAFFING

1.PREPARATION AND COMPLETION OF RECRUITMENT

DOCUMENTATION.

-the line manager with vacancy prepares the requistion form.

-the line manager prepares the job description/ job speciifcation

and gives it HR, WHO FINE TUNE THE DATA.

-the line manager also prepares the grading of the position.

------------------------------------------------------------------------------------------

2.ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.

-the line manager / HR prepares the proposed timescales.
-----------------------------------------------------------------------------------------

3.DEVELOPMENT / SUBMISSION OF ELECTRONIC JOB DESCRIPTION

AND PERSON SPECIFICATION.
-the line manager approves the job description/specifications.

-the HR COMPLETES THE SUPPLEMENTARY INFORMATION

REQUIRED.
------------------------------------------------------------------------------------
4.ADVERTISEMENT
-the HR PREPARES THE ADVERTISEMENT AND PLACES THE ADs.

-----------------------------------------------------------------------------------
5.RESPONSE HANDLING
-HR sends out the interview packs to the listed candidates.
----------------------------------------------------------------------------------------
6.SHORTLISTING

-THE HR CONDUCTS ONLINE/ TELEPHONE INTERVIEWS

AND MAKES A SHORT LIST.
------------------------------------------------------------------------------------

7.ARRANGEMENT OF INTERVIEW.

-HR sends out the invitations to the SHORT LISTED persons.

-the interviewing panel receives the interviewing packs.
------------------------------------------------------------------------------------

8.INTERVIEW

-the panel members individually fill the assessment forms.

-the HR completes the interview outcome.
-this is reviewed by HR AND THE LINE MANAGER
FINALISE THE APPOINMENT.
--------------------------------------------------------------------------------

9.POST INTERVIEW

-HR sends out letters to the unsuccessful candidates.

-HR CHECKS REFERENCES.

-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.

-THE LINE MANAGERS / AGREE TO THE START DATE

AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------

10.PERSONAL FILE CREATION

-HR CREATES ''PERSONAL FILE ''.

---------------------------------------------------------------------------------

11.HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.

-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.

------------------------------------------------------------------------------------------

12. ARCHIVING OF APPOINTMENT FILES.

-HR ARCHIVES SELECTED CANDIDATES FILE.

-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES

AFTER 6 MONTHS.

========================================================

4.HR LEADING
-conducting HR AUDITING
-conducting HR BUDGETING
-conducting Strategic HRM Planning
-developing HR Strategies and Policies.

CONDUCTING JOB DEVELOPMENT

-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
-CONDUCTING RECRUITMENT/ SELECTION

-recruitment
-selection
-induction
-orientation
===========================
CONDUCTING ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
=====================================
INITIATING AND CONDUCTING HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
-performance appraisals
-performance managing the processes.
================================
INITIATING CONDUCTING HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
INITIATING REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
=================================
INITIATING & CONDUCTING HEALTH AND SAFETY.
-OHS
=================================
INITIATING & MANAGING HUMAN RESOURCE INFORMATION SYSTEM.
======================================
5.HR CONTROLS
-organization culture survey
-HR BUDGET / ACTUAL
-HR COSTS BENCHMARK EXTERNALLY
-skills/ competency level
-time taken to fill vacancies
-cost per recruitment promotions
-absenteeism by job category
-accident costs
-accident safety ratings
-training cost per employee
-training hours per employee
-average employee tenure in the company
-lost time due to injuries
-no. of recruiting advertising programs
-no. of employees put through training.
-turnover rate
-attrition rate
-compensation and benefits per employee
-cost of injuries
-HR expenses per employee
-turnove cost
-employee '' workers compensation costs''
-employee perception of the HRM
-employee perception of the company , as an employer
-customer/market perception of the company, as an employer.
etc
=======================================================
1.ANNUAL TOTAL COMPENSATION INCREASE RATE [%] [this year vs last year]
2.ANNUAL TURNOVER RATE.[this year v s last year]
3.COMPENSATION &BENEFITS AS A % OF SALES.
4.COMPENSATION & BENEFITS AS A % OF OPERATING EXPENSES.
5.COMPENSATION & BENEFITS PER EMPLOYEE [ this year vs last year]
6.COMPENSATION & BENEFITS COMPETITIVENESS INDEX.
7.INCENTIVE PAYMENT AS A % OF TOTAL COMPENSATION & BENEFITS.
8.BENEFITS SPEND AS A % OF TOTAL COMPENSATION & BENEFITS
9.COMPENSATION & BENEFITS BY LEVELS OF STAFF
-senior mgnt/ executives/middle mgnt/ junior mgnt/supervisors/staff etc.
10.NEW COMERS COMPENSATION & BENEFITS AGAINST TOTAL FOR THE YEAR.
11.% OF EMPLOYEES SATISFIED WITH CURRENT SYSTEM [ SURVEY ]
12.MEDICAL BENEFITS EXPENSES TOTAL [ THIS YEAR VS LAST YEAR]
13.MEDICAL BENEFITS EXPENSES PER EMPLOYEE.
=======================================================

HERE ARE SOME STANDARDS METRICS

FOR CONTROLS.

1 HR UTILIZATION % TOTAL PAYROLL $ / TOTAL SALES $

2. HR PRODUCTIVITY % TOTAL EMPLOYMENT COST $/TOTAL

PRODUCTION VOLUME IN $ X 100

3. HR BUDGET % ACTUAL $ / BUDGET $ X 100

4'. ACCIDENT COSTS % CURRENT ACTUAL $ / LAST YEAR $ X 100

5'. ACCIDENT SAFETY % CURRENT ACTUAL $ / LAST YEAR $ X 100

RATINGS
6'. EMPLOYEE % EMPLOYEE BENEFITS $ / TOTAL PAYROLL $ X100
BENEFITS

EMPLOYEE BENEFITS $ /TOTAL SALES $ X 100

7'. HR BUDGET % ACTUAL HR EXPENSES $ / TOTAL SALES $ X 100

sales effectiveness

8'. HR EXPENSES $ TOTAL HR EXPENSES $ / TOTAL NO. OF EMPLOYEES

per head

9'. HR EXPENSES % HR EXPENSES $ / TOTAL EXPENSES $ X 100

cost effectivenss

10'. NO.OF COURSES % ACTUAL CONDUCTED / PLANNED X 100

CONDUCTED

11. NO. OF SAFETY % ACTUAL CONDUCTED / PLANNED X 100

training programs

12. TRAINING DAYS % ACTUAL TRAINING DAYS / PLANNED X 100

EFFECTIVENESS

13. EMPLOYEES % ACTUAL TAKING PART / PLANNED X 100

involvement in train

14. SICK DAYS nos. TOTAL SICKDAYS TAKEN/ TOTAL EMPLOYEES

managemeent effectiveness

15. STAFF orientation % NO. OF NEW STAFF LEAVING IN THREE MONTHS/

EFFECTIVENESS TOTAL NO. OF NEW STAFF ORIENTED
X 100

16. TIME TO FILL AN NO.DAYS TOTAL NO OF DAYS / TOTAL NO positions filled

OPEN POSITION

17. TURNOVER BY % TURNOVER / TOTAL RECRUITMENTS X100

RECRUITING source
BY EACH SOURCE

18. TURNOVER BY % TURNOVER / TOTAL EMPLOYEES BY EACH

EACH JOB CATEGORY
CATEGORY X 100

19. WORKERS % ACTUAL $ / PLANNED BUDGET $ X 100

çompensation costs

20. HR STAFFING NO. TOTAL HR STAFF / TOTAL EMPLOYEES

EFFICIENCY

##########################################################
#####
2.I have to work on a football manufacturing company's HR infrastructure and the report
requires to be of minimum 50 Pages. Now I just want you to advise how to built this report. I
mean what contents it must have and how I should organize the data. Actually I can make a
report of 5-10 pages but 50 pages are very hard to complete so please advise what matters
should i discuss in it and upto what extent, which things should i include in it.

FOR THE 50 PAGES REPORT, YOU COULD INCLUDE

THE FOLLOWING AND WORK ON THE DETAILS FOR EACH ELEMENT.

1.company overview.
2.Corporate VISION
3. Corporate Mission
4. Corporate Objective
5. Corporate Strategy
6. Corporate HR objective/ strategy

7.corporate organization structure

8.corporate management process.

9.company climate.
10.company culture

11.HR ORGANIZATION STRUCTURE.

HOW THE FOLLOWING ARE CONDUCTED / IMPLEMENTED

IN THE COMPANY

-HR AUDITING
-HR BUDGETING
-Strategic HRM Planning
-HR Strategies and Policies.

-HR and change management.

-Competency-based HR
-Knowledge management
=============================
JOB DEVELOPMENT

-Job analysis
-job Role/
-Job Description.
-Job specifications
-Job enrichment
-Job rotation
=========================
RECRUITMENT/ SELECTION

-recruitment
-selection
-induction
-orientation
===========================
ORGANIZATIONAL BEHAVIOR PROGRAMS
-employee engagement
-motivation
-organization culture
-organization development
==============================
ORGANIZATION
-org. designing
-org. structuring
-org. development
-job / role structuring
=====================================
HUMAN RESOURCING
-HR planning
-manpower planning
-succession planning
-talent management
=============================
PERFORMANCE MANAGEMENT
-performance appraisals
-performance managing the processes.
================================
HR DEVELOPMENT
-org. learning
-training
-education
-development
-Training evaluation
-e learning
-management development
-career planning /development.
=============================
REWARD MANAGEMENT
-job evaluation
-managing reward process
-administration of rewards
-benefits
==============================
EMPLOYEE RELATIONS
-organization communications
-employee communications.
-staff amenities
=================================
HEALTH AND SAFETY.
-OHS
=================================
HUMAN RESOURCE INFORMATION SYSTEM.