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HR Plan Overview
1. HUMAN
RESOURCE PLAN
Importance of Human Resources Function
ABSTRACT
“Human resources are like natural resources;
they're often buried deep. You must go looking for
them, they're not just lying around on the surface.
You have to create the circumstances where they
show themselves.” Ken Robinson
Harmit Singh
Presentation
2. 1 | P a g e
Table of Contents
PURPOSE OF HUMAN RESOURCES PLAN................................................................................................2
Components of Human Resource Plan...................................................................................................3
Functions of Each Component...........................................................................................................4-10
Monitoring of Compliance....................................................................................................................11
References ............................................................................................................................................12
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PURPOSE OF HUMAN RESOURCES PLAN
Planning plays an integral part of our daily life’s and in a professional arena human resources
management is a vital part that would drive failure or success of an organization: Therefore, this
document would highlight on purpose of human resource planning which include but are not limited
to the following:
➢ HR Plan is a systematic plan devised to achieve optimum use of organizational most valuable
asset- it’s people.
➢ HR Plan facilitates the realization of overall strategic goals of organization by ensuring right
personnel are hired at the right time, in the right quantity with enough capacity to complete
the assigned tasks
➢ HR Plan establishes the competencies that organization needs to fulfil and as such acquires
the relevant personnel.
➢ HR Plan is crucial to maintain competitive advantage and reducing employee turnover.
➢ Finally, HR Plan facilitates the determination of future business decisions for instance
Succession planning.
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Components of Human Resource Plan
This section will refer to basic HR components in a HR Plan, the list is an overview and there are
other functions that could be added.
HR Plan
Recruitment and
Selection
Assets and
Records
Management
Training and
Development
Industrial
Relations
Occupational
Health & Safety
Performance
Evaluation &
Monitoring
HR Audit &
Analysis of
Functions
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Functions of Each Component
Recruitment and Selection
Recruitment involves searching for and obtaining a pool of potential candidates with desired
knowledge, skills and experience to allow organization to select the most appropriate people to full
fill job vacancies against defined positions and descriptions.
The purpose of recruitment is to find the widest pool of candidates to provide the greatest
opportunity to select the best people for the required roles in an organization.
Recruitment and Selection policies are also in place to ensure fair and transparent selection is
adhered too.
A selection process involves selecting the best candidate or candidates based on certain process
which is depicted in the diagram below:
Job Specific Test (optional)
Interviewing
Reference Checking
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Assets and Records Management
The purpose of Assets and Records Management component in a HR plan include but are not limited
to the following;
❖ Human Resources records are maintained according to legislative requirements inclusive of
recruitment and termination activities.
❖ Ensure compliance to leave management through monitoring and compliance.
❖ Ensure assets and records management are properly documented, monitored and guided by
its policies.
❖ Records Management also allows to evaluate data in terms of absenteeism, employee
turnover, remuneration, compensation and benefits by comparing results and identifying
gaps.
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Training and Development
Training and development learning can take place in various forms some of which include.
✓ Induction Training
✓ On Job Training
✓ Internal and External Training Courses/Workshops
✓ External Study
✓ Coaching and Mentoring.
Organization’s must take responsibility to upgrade employee’s skill set to full fil organizations
strategic and operational objectives.
Training promotes learning with a process of acquiring new behaviours, knowledge, skills and
attributes which enhance employee’s ability to meet current and future job requirements and
perform at an optimum level.
Whilst training is an integral part of learning and continuous developed there are some key factors
that must be taken into consideration;
Specific
Learning of an
Employee to be
more productive
What form of
training is
needed
Identifying the
Audience for
traininng
Evaluate
Success/Failure
of Training
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Industrial Relations
Industrial conflicts arise in every organization, it is inevitable however there are processes that are in
place to mitigate industrial relations risks.
Some of the common causes of industrial disputes include:
✓ Bullying
✓ Sexual Harassment
✓ Discrimination
✓ Issues relating to working conditions
✓ Ineffective pay
✓ Issues relating to contract
✓ Unfair dismissals
Industrial relations is a very delicate and sensitive matter which can be avoided and must be avoided
by having grievance solved at the organizational level before it escalates into industrial disputes.
The function of Industrial dispute component in a Human Resources Plan is to ensure:
✓ Employees understand legal interpretation of employment law
✓ Understand grievance procedures available to them
✓ Employee Engagement in understanding grievance policies, procedures and practice.
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Occupational Health and Safety
The function of Occupational Health and Safety Standards is to ensure hazardous events are avoided
which may lead to organizations paying workers compensation because of negligence in complying
with OHS Standards.
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Performance Evaluation and Monitoring
Performance Evaluation is a key indicator in measuring individuals achievements against a set of Key
Performance indicators and allows managers to set future goals and assess gap analysis to ensure
optimum performance for each individual employee.
Monitoring of performance could be done through implementations of dashboards, 360-degree
participation, periodical reviews would serve as a reminder if staff are on target.
.
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HR Audit and Analysis of Each Function
While there are many Human Resources generalist functions, it is important to conduct audit and
analyse the effectiveness of each Human Resources function to ensure compliance to regulatory
standards both internally and externally.
Human Resources Audit is a vital mean of avoiding legal and regulatory liability that may arise from
an organizations HR policies and procedures.
It also provides an opportunity to assess what the organization is doing right as well as what things
can be done from a different perspective more efficiently and at a reduced cost.
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Monitoring of Compliance
Monitoring of compliance involves quality assurance testing conducted in daily operations. It serves
as second line of defence in assuring senior management and board that the firm is operating within
a compliant framework.
Some of the key components of monitoring are depicted below:
Another Key Component of Compliance including employee engagement is the development of
SMART Objectives. This ensures that employees understand of what is required of them at each
interval.
Development of Dashboard
360 Degree Partcipation
Implementing Balance Score Card
Measuring Periodical Performance
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References
https://courses.lumenlearning.com/boundless-management/chapter/purpose-of-human-resource-
management/
https://www.ahri.com.au/assist/recruitment-and-selection
