This is the Template which can be used for presenting Annual Business Plan for HR Deptt.
I have been using it and customise it as per needs of the organisation. Covers almost all aspects/challenges of HR Deptts
2. Typical Challenges for HR when
Organisation seeks Change
No Clarity on Role & Responsibility
No Clarity on Targets
No Clarity of Performance Evaluation Process/career planning
Flat Organisation
Possibility of potential leaders/performer remain in hiding
Groupism, Personal bias, Regional bias etc
New joinee’s discomforts
Inter departmental conflicts
Communication barriers between Management and Employees
Uneven Distribution of Increments
Top performer’s lot is combination of actual performers and
diplomats
His man/Her man feeling among employees
Names of Employees in the list of Promotion or Awards
predictable
Bell Curve / Hierarchical Pyramid becomes reverse
3. Remedies to HR Challenges
Role & Responsibility clarity (JDs)
Measurable KRAs
Mapping of KRA achievement with reference documents
Process driven Orgainsational restructuring
Increment and Promotion Policy
Bell Curve
Multi Cultural Human Resource
Informal Communication Platform- Tea with HR, Tea with MD
and People Connect etc
Cross Functional meetings
Buddy System
Increase people involvement in planning and
organising various events and activities
5. Recruitment Status – 1st April 20… to 31st March 20…
Location
Total
Vacancies
Closed
Hold
Balance
6. Recruitment Cost 20….
No. of New Joinees - April – Mar.
No. of Candidates sourced through Portal and other sources
No. of Candidates sourced through Consultants
CTC Value of the New Joinees
Total amount of Professional Fees paid to Consultants
Total Cost saved on Recruitment
Cost of Hiring through Consultant in % of CTC
7. Challenges faced
by Recruitment team
Vacancies given without clarity on actual expected profile
Final decision after interview unreasonably delayed resulting in
losing candidate
After CVs are shortlisted/candidates shortlisted position goes on hold
Candidates are made to wait for long hours
Candidates are called for second round which is not possible for
most candidates
After selection, candidate is offered salary/Designation he is currently
drawing or lower, resulting into losing candidates
Candidates from good Companies are not interested/decline the offer
due BIFR tag
8. Particulars
Total No of Training Hours
Conducted
Total No of Employee
Cost of Training (Rs.)
Per Hour Cost of Training
(Rs.)
Training Hour Per
Employee (Hr.min.)
Total
Group
HO
Unit 1
Unit 2
Unit 3
9. Manpower and Salary Data
No. of Employees as on
Salary Cost (P.A.) as on
Cost of increment ( 2011-12 )
Salary Cost post increment (P.A.)
No. of Employees joined till date
New joining employee salary cost (P.A.)
Total No. of Employees as on 31st Mar.
Total Salary Cost (P.A.) as on 31st Mar.
9
11. RATING
A
B
C
D
IDEAL DISTRIBUTION
NORMAL DISTRIBUTION
CURRENT DISTRIBUTION
56
111
3
56
334
15
888
556
127
56
89
659
E
TOTAL No.
of
Employees
56
1112
22
1112
308
1112
1000
Rating
Ideal
Normal Current Ideal
Normal
Current
Rating % Rating % Rating % Distribution Distribution Distribution
A
B
C
D
E
5
5
80
5
5
10
30
50
8
2
0.2
1.3
11.4
59.2
27.6
900
800
NO. OF EMPLOYEES
700
600
CURRENT DISTRIBUTION
500
IDEAL DISTRIBUTION
NORMAL DISTRIBUTION
400
300
200
100
0
0
1
A
2
B
3
C
-100
GRADES
4
D
5
E
6
56
56
888
56
56
111
334
556
89
22
3
15
127
659
308
14. Manpower Planning &
Organisation Restructuring
Action Plan Preparation of Organization Charts to support Business
Plan.
Activities to be undertaken Prepare Organization Chart to meet the Organisation
Process and Business need
Target - 30th June 2013
14
15. Strengthening the Organisation with right person
with right attitude at right job at right time
Action Plan Closure on critical positions within stipulated TAT
(Turn Around Time)
Activities to be undertaken Identify & recruit key strategic resources
Roll out recruitment plan for vacancies for all locations
for FY 13-14
Target – As per Recruitment Plan
15
16. Total Vacancies as on 31st March
Location
Ler
Jam Khambalia
Trivendrum
Madhapar & Baraya
Mumbai , Dapoli,
Shrivardhan & Other
locations
Total
Manager &
Above
Officer/Engr. To Dy. Below Officer &
Mgr.
Trainees
Total
17. Vacancies to be completed by 31st
Location
Bhuj
Jamnagar
Trivendrum
Hyderabad
Mumbai
Total
Manager &
Above
Officer/Engr. To Dy. Below Officer &
Mgr.
Trainees
Total
18. Vacancies to be completed by 31st
Location
Bhuj
Jamnagar
Trivendrum
Hyderabad
Mumbai
Total
Manager &
Above
Officer/Engr. To Dy. Below Officer &
Mgr.
Trainees
Total
19. Manpower Rationalization
Action Plan Manpower Optimization/ Rightsizing
Activities to be undertaken Study Function wise/ Department wise/ Section wise existing
manpower in terms of roles ,responsibility, reporting
relationships and nature of work being carried out.
Maintain Manpower Records.
Target - 31st Mar 2014
19
20. Training & Development
Action Plan Improvement in Training Process & Measuring training impact/
effectiveness
Activities to be undertaken Develop process for Training Need Identification.
Prepare training calendar based on TNI inputs, failures, wastage and
cost loss
Identify/ developing in-house Instructor/Trainers or Subject matter
experts for all the domains.
Prepare Training Assessment Sheet to record quality of training/
learning index of trainees
Prepare Training Impact Assessment process
st
Target - 2 man-days per employee, per annum - by 31 Mar. 2014
20
21. Knowledge Management
Action Plan Initiating, developing and Implementing the knowledge management
policy
Activities to be undertaken Recording and documenting process flow chart and SOPs/SMPs
Recording of stage wise process parameters / limits / yields / check
lists in manufacturing / technical / financial / administration / Quality
etc.
Security / confidentiality of KM data
Target - 30th Sept. 2013
21
22. HR Process Development
& Improvement
Action Plan Making HR practices process driven
Activities to be undertaken Define all processes involved in HR practice viz:
Recruitment, Training, Salary Disbursement, Career
Planning, PMS, Succession Planning, Separation etc.
Target - 30th Sept 2013
22
23. Employee Engagement
Making HR practices more employee friendly
Action Plan Review & modification of HR Policies to meet Company
Business Plan
Activities to be undertaken Review and modification of HR policy
Well structured induction plan for new joinees
th
Target - 30 June 2013
23
24. Employee Engagement
Establish communication link with employees and enhance their
involvement in various activities
Action Plan –
Introduce Two way communication channels with employees to increase
interaction for organisational development.
Activities to be undertaken People Connect has already been launched
Enhancement of employee involvement on People Connect to increase
Communication
Formation of Event team to plan and organise Management and Fun events
during the year
Target - 30th June 2013
24
25. Career &
Succession planning
Action Plan Succession Planning & Development Plan of Key Talents
for Key Positions
Induct young force
Activities to be undertaken Seek inputs from HODs about their successor and
development plan
Introduction of well motivated GET/Mgmt Trainee scheme
th
Target - 30 Sept. 2013
25
26. Performance Management
System
Action Plan Revamping of PMS system by making it more transparent and
objective.
Activities to be undertaken Define clear cut job roles & measurable KRAs (JD & KRAs)
Align PMS with business plan, transparent
measurement and evaluation system
Increment and promotion policy and
Bell Curve implementation
th
Target - 30 Sept. 2013
26
27. Employer Branding & Employee Satisfaction:
Enthuse workforce through Reward and
Recognition Strategy
Action Plan Award/ Reward scheme and recognition
Employee engagement activities
Activities to be undertaken Setting up Reward & recognition schemes e.g.
Employee of the month, Long service award etc.
Prepare yearly Event Calendar and execute it
Target - 30th June 2013
27
28. Compensation
& Benefits Strategy
Action Plan Restructure Compensation Package as per Industry
benchmark
Activities to be undertaken Recast Salary grid w.r.t. Education, Skills, Designations,
Experience and salary breakup
Study Compensation / Market benchmark
th
Target - 30 Sept. 2013
28
29. Labour Law &
Statutory Compliances
Action Plan Study of applicable Labour Laws and adherence to the Same.
Activities to be undertaken Prepare Checklist for all the applicable Labour laws with the
compliance points.
Establish the Owners for all the compliances.
Monitor and Comply all the applicable laws.
th
Target - 30 June 2013
29
30. Risk Mitigation
Action Plan Study of Risk pertaining to talent retention and employee
safety
Provide health support
Enhance security of intellectual property
Activities to be undertaken Prepare Risk-list for all the Units
Chart out and implement mitigation plans
Mediclaim policy for employees with family floater inclusive of
parents
Signing of Non-Disclosure Agreement by all employees
th
30
Target - 30 June 2013
31. New Initiatives
Action Plan 5 S – A Japanese mythology for organised workplace
Buddy System
Management of interdepartmental conflicts
Management of manpower distribution based on Performance
Activities to be undertaken Beginning of 5 S initiative
Introduction of Buddy system (Initiated)
Cross functional meetings among the departments (Initiated)
Bell Curve (initiated and to be implemented in phased manner
over 3 years)
31
st
Target - 31 Dec. 2013
36. Follow
I am ok, You are ok instead vice versa
Everyone is nice unless proved
otherwise
Do not deprive anyone of personal needs
due to unsatisfactory performance.
Assess the performance not the physical
appearance.
38. Give a patience hearing to
everyone who approaches
you. (Offer him/her a chair &
allow him/her speak first)
39. A Rupee belonging to the
organization is costlier than your
own rupee. Better be a miser while
dealing with organizational fund
than feeling a pinch later if not
spent gainfully.
40. Make sure you communicate so clear
that the receiver understands the
exact meaning you wanted him/her
to understand.
42. Giving up under pressure situation is a
clear sign of lack of proper knowledge
and confidence. Better accept it and do
something about it. Those who can
absorb and know how to handle the
pressure can only grow.
43. “CHANGE” is inevitable, those who accept it
are able to face the latest challenges &
grow, those who don ’ t - remain
stagnated.
44. Contents of the slides are neither instructions nor
guidelines.
These are purely based on my personal experiences
over the years.
Hence applicability & results of these depend upon
judicious use of these.
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48.
49. Those who think they know it all have no way of finding out they don’t