The document discusses the critical role of human resource planning in organizations, emphasizing the systematic approach required to effectively utilize personnel as a key asset. It outlines the components of a human resources plan, including recruitment, training, industrial relations, and performance evaluation, while reinforcing the importance of compliance and monitoring. Additionally, it addresses the need for ongoing training and the management of workplace relations to prevent conflicts and ensure overall organizational success.

1. 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
HUMAN
RESOURCE PLAN
Importance of Human Resources Function

2. Presentation Outline
 Purpose of Human Resources Plan
 Components of Human Resources Plan
 Functions of Human Resources Plan
 Monitoring and Compliance
 Human Resources Strategies
 Reference

3. 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.
Purpose of Human Resource Plan

4. 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
Components of Human Resources Plan

5. 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 ddepicted
below:
Job Specific Test (optional)
Interviewing
Reference Checking
Functions of Each Component

6. 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.

7. 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 formof
training is
needed
Identifying the
Audience for
traininng
Evaluate
Success/Failure
of Training

8. 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.

9. 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.

10. 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.
.

11. HR Audit and Analysis of Each Function
o 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.
o Human Resources Audit is a vital mean of avoiding legal and regulatory liability that may arise from an
organizations HR policies and procedures.
o 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.
This Photo by Unknown Author is licensed under CC BY

12.  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
Monitoring of Compliance

13. HR Strategic Model

14. References
https://courses.lumenlearning.com/boundless-management/chapter/purpose-of-human-resource-
management/
https://www.ahri.com.au/assist/recruitment-and-selection