TIPS IN HRM PLANNING Flashcards
Understanding the nature of the business is key to being successful in creating a strategic plan for HRM. Because every business is different, the needs of the business may change, depending on the economy, the season, and societal changes in our country.
HR managers need to understand all these aspects of the business to better predict how many people are needed, what types of training are needed, and how to compensate people, for example. The strategic plan that the HR manager writes should address these issues.
To address these issues, the HR manager should develop the departmental goals and HR plans based on the overall goals of the organization. In other words, HR should not operate alone but in tandem with the other parts of the organization. The HRM plan should reflect this.
- LINK HRM STRATEGIC PLAN TO COMPANY PLAN
§ Oftentimes a great strategic plan is written, taking lots of time, but isn’t actually put into practice for a variety of reasons, such as the following:
§ The plan wasn’t developed so that it could be useful.
§ The plan wasn’t communicated with management and others in the HRM department.
§ The plan did not meet the budget guidelines of the organization.
§ The plan did not match the strategic outcomes of the organization.
§ There was lack of knowledge on how to implement it.
§ There is no point in developing a plan that isn’t going to be used. Developing the plan and then making changes as necessary are important to making it a valuable asset for the organization.
§ A strategic plan should be a living document, in that it changes as organizational or external factors change. People can get too attached to a specific plan or way of doing things and then find it hard to change.
The plan needs to change constantly, or it won’t be of value
- MONITOR THE PLAN CONSTANTLY
· A good strategic plan and HR plan should discuss the way “success” will be measured.
· For example, rather than writing, “Meet the hiring needs of the organization,” be more specific: “Based on sales forecasts from our sales department, hire ten people this quarter with the skills to meet our ten job openings.”
This is a goal that is specific enough to be measured. These types of quantitative data also make it easier to show the relationship between HR and the organization, and better yet, to show how HR adds value to the bottom line
- MEASURE IT!
· It can be difficult to base an entire plan on forecasted numbers. As a result, an HRM department that is willing to change quickly to meet the needs of the organization proves its worthiness.
· Consider a sales forecast that called for fifteen new hires, but you find out months later the organization is having a hard time making payroll. Upon digging deeper, you find the sales forecasts were overexaggerated, and now you have fifteen people you don’t really need.
By monitoring the changes constantly (usually done by asking lots of questions to other departments), you can be sure you are able to change your strategic plan as they come.
- SOMETIMES CHANGE IS NECESSARY
· One of the major challenges in HRM, is having an awareness of what is happening from a legal perspective.
· Because most budgets are based on certain current laws, knowing when the law changes and how it will affect department budgets and planning (such as compensation planning) will create a more solid strategic plan.
For example, if the minimum wage goes up in your state and you have minimum wage workers, reworking the budget and communicating this change to your accounting team is imperative in providing value to the organization
- BE AWARE OF LEGISLATIVE CHANGES
· One of the major challenges in HRM, is having an awareness of what is happening from a legal perspective.
· Because most budgets are based on certain current laws, knowing when the law changes and how it will affect department budgets and planning (such as compensation planning) will create a more solid strategic plan.
For example, if the minimum wage goes up in your state and you have minimum wage workers, reworking the budget and communicating this change to your accounting team is imperative in providing value to the organization
- BE AWARE OF LEGISLATIVE CHANGES
