The document proposes a strategic human resource development plan for Stalwart Industries to help align its employees' skills and performance with the company's strategic goals as it continues to grow. The plan focuses on strategies to improve recruitment, selection, retention, training, employee development, and compensation. The overall goals are to reduce costs, increase employee loyalty and satisfaction, make performance management more transparent, and ensure a quality-oriented and continuously improving workforce.

1. Human Resource Strategy
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S TA LWA RT ’ S
S T R AT E G I C H U M A N R E S O U RC E
D E V E LO P M E N T P L A N
A P rop os a l b y Mr . Yog es h
MANAGER-HR, SKYRA PROFESSIONAL EQUIPMENT PVT. LTD.

2. Human Resource Strategy
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EXECUTIVE SUMMARY
As Stalwart Industries continue to grow, the need to establish a more mature HR
Development Program that responds to the company’s need to succeed in an ever
toughening market becomes apparent. HR Strategy is very important in keeping the
workers aligned with the goals of the organization. A good Strategic HRD plan helps
managers see a clear line of sight between organizational goals, the competencies the
employees need to demonstrate and what they as managers need to do in order to
encourage and support the acquisition and demonstration of these behaviors. Having a
thoroughly thought out plan for human resource development helps attract the needed
talents and keep them motivated in pursuing performance excellence.
HR Strategy must be aligned with business strategy to achieve desired results and we need
to further develop and improve as the time progress.
The goal of this document is to present a set of strategies to help both the Human Resource
Development Department and the Line Mangers form partnership for helping the
employees acquire the necessary knowledge, skills and attitude to perform the job better.
PROGRAM OBJECTIVES
 1. Cost-effective management and training system- Identify training needs to help
employees align their performance with the company’s strategic direction.
 2. Increase loyalty towards Stalwart, promoting long term careers.
 3. Increase employee satisfaction and long term retention strategy.
 4. Make a transparent performance measurement system
 5. Quality oriented and continuously improving manpower

3. Human Resource Strategy
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HUMAN RESOURCE STRATEGY FOR STALWART INDUSTRIES (Confidential)
AREAS OF HUMAN
RESOURCE
DEVELOPMENT KEY STRATEGIES REASON/OBJECTIVE
Recruitment
1. Internal labor orientation- catch them
young, train and motivate them for long
term careers, focus on internal promotions
Easy to mentor, Low
attrition and cost
saving
2. Numerous applications invited to search
right candidate
3. Realistic massage is conveyed to future
employees
Low attrition,
stronger bond
4. Succession planning for each position
and manpower planning sheet to be
implemented
Tracking and flow of
manpower should be
assessed regularly
Selection
1. Long term generalist- Employees playing
variety of roles instead of specific
They can contribute
more in changing
environment and
needs
2. Organization fit candidate-who can fit
into the culture
3. Job fit- fit into job role and duties
Retention
1. High emphasis on retaining good
performers while low emphasis on
removing low performers
This will improve
loyalty and faith and
training should be
provided to low
performers
2. Empower employee by involvement in
decisions and information sharing
They should feel its
their idea
3. Job fulfillment by using best of their
skills
This will improve
employee
engagement
4. Improving co-ordination and co-
operation among employees
By regular training
and team building
exercises
5. Job security and regular training to
improve
Separation
1. Exit interview must and data should be
processed effectively
Very useful data for
improvement
2. Regular employee survey by HR Implement in L&D

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system
3. Implement good induction program to
enhance loyalty
A good Induction
programme
decreases attrition
considerably
4. Hand holding and organization
embedded-ness
Discipline Due Process As per labor laws
PMS
1. Parity based
Competition can
harm team work
2. Free Distribution
Will be discussed
separately in PMS
3. Task Performance
4. Behavioral
5. Quality oriented
6. Company Growth
Training
1. Promotion policy with ladder of
promotion
Helping them
understand and value
hierarchy
2. Cost effective training
3. Importance of training-TNA Involving HR & HODs
4. Modes of training- (a) Presentation
b)Discussions, c)Role Play d) case study
and e)Discovery
All are cost effective
modes with high
transfer of
knowledge and skills
5. Evaluation of training- monthly (for
individual) and quarterly (for Team)
Must to track
progress
Employee
Development
1. Low cost options Employee should be
treated as assets to
the organization and
we should have
empathy towards
them
2. Subsidized education
3. Cross functional training
4. Finding area of interest/Passion
Compensation and
Benefit
1. Uniform relational- Equal or marginal
different salaries, for same profile
To improve
togetherness
2. Reward for loyalty To Improve loyalty
3. Seniority is respected and rewarded To promote long
term careers4. Meet the market standards
5. Piece rate system Linked to output
6. Profit sharing