HR Strategy Plan
People working at human resource usually get a lot of flack for doing “nothing.” There is this conception in which HR people don’t do anything aside from interviewing and hiring applicants. There is actually no truth in that misconception as HR people have their own set of everyday tasks and are as busy as people working for sales and accounting.
One of the main tasks for HR personnel is to create an HR strategy plan. If you work for human resource and plan to create an HR strategy plan, here are some examples to help you.
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Tips in Creating an HR Strategy Plan
Having an HR strategy plan is crucial for any human resource department. Without a plan, chaos would ensue in the workplace and employees would be resigning left and right. Listed below are some HR tasks along with the corresponding strategies you may want to implement.
1. Applicant screening
Screening applicants is no easy feat. It is not merely receiving an applicant’s resume and hiring him or her on the spot. What if the HR personnel receives 100 applications in a span of three days and a successful candidate should be hired by the next week? HR people should implement an effective strategy to make sure the screening process is properly planned and executed. You may also see marketing strategy plan examples.
The worst thing that could happen in the screening process is that qualified applicants having impressive CVs will be left out due to having an ineffective system or strategy.
One strategy to have an effective applicant screening is to have an online recruitment database. Never allow applicants to submit hard copies of their CVs as the hard copies can be classified as trash if not arranged properly.
A coworker or company janitor might have thrown the CVs away and you are left wondering where they went. If applicants still submit hard copies, do a quick scan and if they meet the necessary qualifications, scan their resumes and input them in your database. You may also like networking strategy plan examples.
Having an online recruitment database helps you keep track of job applications minus all the clutter that hard copy resumes bring. It will also be easier to track applicants three to five years down the road if there are job vacancies in the company and the company does not want to conduct a new set of job interviews and exams. You may also check out strategic planning checklist examples.
2. Job interviews and exams
Speaking of job interviews and exams, a system should be placed similar to the online recruitment database as mentioned above. The online recruitment database can be expanded in which functions can be added. Among the functions that can be included is to have attachment and search options where the results of the job interview and exam results will be attached to the profile of the applicants in the database.
This will be very helpful as human resource personnel don’t have to use another database to check the exam and interview results of the applicants.
Another strategy that HR personnel can use in conducting job interviews and exams is to use standardized aptitude tests. This will ensure that intelligent job applicants as well as applicants having high critical thinking and problem solving skills will be hired, and the company won’t have to settle for less qualified individuals. Standardized aptitude tests including tests focusing on verbal, abstract, and numerical reasoning.
You can always use international aptitude tests, but if you see that most applicants are not getting passing scores, then you can always use local standardized aptitude tests.
3. Onboarding
Onboarding can be a daunting task for both the new hire and the HR manager. The first day on the job for a new employee is always the most difficult. Although there is excitement in starting a new job, nerves almost always take over as the new hire enters a new environment, meeting new people, and doing new work tasks.
Meanwhile, it can also be daunting for the HR manager as the new employee may not adjust well to a new work environment, especially if the company is full of tenured employees having serviced in the company for years.
Despite that, the HR manager should make the onboarding process easy for the new hire. No issues should occur (if there may be, should be very minimal) since new employees are usually completely lost during their first day. One strategy that HR managers should deploy is to have a checklist for the onboarding process. A simple checklist may be very basic, but it should not be underestimated as all the things you will be doing during the onboarding will be listed down in the checklist.
Always include three categories for the checklist: employee arrival, department and supervisor, and office directions. Employee arrival involves the tasks and information that the HR manager will be relaying to the new employee. The information will include details regarding the job description, formal email and company system account, company background, work hours, and incentives or commission.
Although some of the information have already been discussed during the interview stages, discuss the same information again but now in full detail.
In regards to department and supervisor category, this is where you will be introducing the new hire to his team as well as his immediate manager or supervisor.
Make sure to inform the team or department that there will be a new employee arriving to avoid any forms of embarrassing situations between the new hire and the team members. If you are unsure on what specific tasks the new hire will be working, pass him to his immediate manager or supervisor after you have discussed with him details regarding the company. You may also see quality plan examples & samples.
The office directions category of the general checklist will basically focus on how the new employee will navigate the workplace. If you are the HR manager, make sure to acquaint yourself where each specific department and office is located as well as the secondary entrance and emergency exits. If you are not fully aware of the company map, secure a printout and provide a copy for the new employee. You don’t want him getting lost in the workplace during his first day.
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4. Team building activities
The work of the human resource manager or HR personnel does not end in the onboarding process. Actually, the real work begins when no applicants are being hired. One of the activities in which HR personnel are tasked to worked on is to have a team building activity or a number of team building activities. You may also see advertising plan examples & samples.
Take note that these kinds of activities are not merely all fun and games, as they aim to bring employees together in which the bond and relationships they form in the team building activity should be translated to the workplace.
HR personnel usually collaborate with management on the type of team building activity, as well as the venue, time, date, and costs to be incurred.
Team building activities are usually held on outdoor venues where employees can dress casually. There are also community-centered team building activities where companies go to communities to conduct various social welfare programs (i.e., tree planting, feeding program, ocean cleanup, donation giving, school and house construction, etc.). You may also like sales plan examples.
This does not only help build relationships for employees within the company but also for the company to build relationships with the community.
5. Employee motivation plan
HR personnel have the most difficult task in keeping employees motivated and productive. Although their daily responsibilities do not directly involve working on tasks from different departments, they make sure employees from these departments stay motivated and productive through the creation of an employee motivation plan. You may also see event plan examples & samples.
One way to have an effective employee motivation plan is to conduct company-wide surveys that focus on the concerns or issues of the employees. You can always have a pre-determined list of concerns or issues that the employees can just choose and mark, but to really identify employee concerns, use open-ended questions. Here are examples of open-ended questions to be implemented in an employee motivation plan.
Question 1: Do you the think the salary you are receiving matches the work you are doing on a daily basis? Please expound.
Question 2: How is your relationship with coworkers and your immediate supervisor/manager? Please expound.
Question 3: During your tenure with the company, do you see yourself working for the company long-term (5–10 years)? Please expound.
You may have noticed that the Please expound phrase is written after each question. This is to ensure that the employee fully discusses his answer and not limits his answer to a simple yes, no, or maybe.
An employee motivation plan also tackles the tardiness and absences of employees. Remember that an unmotivated employee does not want to go to work. Aside from conducting surveys to identify employee concerns, find solutions and list down those solutions in the employee motivation plan. You may also like daily plan examples & samples.
One of the solutions you can include is the giving of incentives or commission. Although this is common in almost all companies, the type of incentives or commission will determine if the employee wants to keep working or wants to call it quits. You may also check out annual plan examples and samples.
6. Management collaboration
Management collaboration is probably the most important job of any person working in human resource. Although not all HR personnel work with management personally, they still work with and for them on a daily basis. HR usually collaborates with management in creating and revising company policies.
Top management creates general policies in which the said policies are disseminated and implemented throughout the company. HR assists management in terms of policies regarding tardiness, absences, benefits, and performance. Both parties create a plan to retain employees but also minimize cost for the company.
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Human resource personnel are usually the conduits in every company, acting as the middle persons between the management and employees. Although they are not allowed to pick sides, HR should be more concerned for the welfare of the employees as they are the ones bringing revenues for the company. You may also see management plan examples.
It is also the employees who work day-in and day-out to make sure the company stands on two legs every day.
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