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HUMAN RESOURCE MANAGEMENT
PLAN
Steps in developing HRM Plan

 Step 1: Get the 'big picture‘




      Understand your business strategy.
 Step 2: Develop a Mission Statement or
  Statement of Intent



That relates to the people side of the business.
 Step 3: Conduct a SWOT analysis of the
  organization

Focus on the internal strengths and weaknesses
  of the people side of the business.
 Step 4: Conduct a detailed human resources
  analysis

   Concentrate on the organization's COPS
   (culture, organization, people, HR systems)
 Step 5: Determine critical people issues



Go back to the business strategy and examine it
 against your SWOT and COPS Analysis
 Step 6: Develop consequences and solutions

For each critical issue highlight the options for managerial
  action generate, elaborate and create - don't go for the
   obvious. This is an important step as frequently people
     jump for the known rather than challenge existing
 assumptions about the way things have been done in the
    past. Think about the consequences of taking various
                        courses of action.
Once you have worked through the process it should then
    be possible to translate the action plan into broad
    objectives. These will need to be broken down into the
    specialist HR Systems areas of:
   employee training and development
   management development
   organization development
   performance appraisal
   employee reward
   employee selection and recruitment
   manpower planning
   communication
 Step 7: Implementation and evaluation of
  the action plans
 The ultimate purpose of developing a human
 resource strategy is to ensure that the objectives set
 are mutually supportive so that the reward and
 payment systems are integrated with employee
 training and career development plans.
 There is very little value or benefit in training people
 only to then frustrate them through a failure to
 provide ample career and development
 opportunities.
Thank you!


          Prepared by:
       Ms. Gracelie O. Melo

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Human resource management plan

  • 2. Steps in developing HRM Plan  Step 1: Get the 'big picture‘ Understand your business strategy.
  • 3.  Step 2: Develop a Mission Statement or Statement of Intent That relates to the people side of the business.
  • 4.  Step 3: Conduct a SWOT analysis of the organization Focus on the internal strengths and weaknesses of the people side of the business.
  • 5.  Step 4: Conduct a detailed human resources analysis Concentrate on the organization's COPS (culture, organization, people, HR systems)
  • 6.  Step 5: Determine critical people issues Go back to the business strategy and examine it against your SWOT and COPS Analysis
  • 7.  Step 6: Develop consequences and solutions For each critical issue highlight the options for managerial action generate, elaborate and create - don't go for the obvious. This is an important step as frequently people jump for the known rather than challenge existing assumptions about the way things have been done in the past. Think about the consequences of taking various courses of action.
  • 8. Once you have worked through the process it should then be possible to translate the action plan into broad objectives. These will need to be broken down into the specialist HR Systems areas of:  employee training and development  management development  organization development  performance appraisal  employee reward  employee selection and recruitment  manpower planning  communication
  • 9.  Step 7: Implementation and evaluation of the action plans The ultimate purpose of developing a human resource strategy is to ensure that the objectives set are mutually supportive so that the reward and payment systems are integrated with employee training and career development plans. There is very little value or benefit in training people only to then frustrate them through a failure to provide ample career and development opportunities.
  • 10. Thank you! Prepared by: Ms. Gracelie O. Melo