Building a human resource management plan is something that every business needs to implement if they want to build a good human resource team and implement long-term strategies.
In today's human resource market, the competition is not small. Therefore, the construction of human resources also becomes a difficult task. Instead of being confused with retaining employees, many businesses have chosen to build, train and foster human resources to get the desired quality. To achieve this, businesses need to build and cultivate appropriate human resource management knowledge . Let's refer to Acabiz through the article below.
What is a human resource management plan?
A human resource management plan is a detailed description of the activities that an enterprise needs to do to optimize human resources. To ensure they can best serve the mission and goals of the organization now and in the future.
Develop a human resource management plan for the enterprise
The goal of the human resource management plan in the enterprise revolves around the main elements:
- The target on the number of activities positions in the enterprise.
- Quality objectives to ensure qualified staff to meet the job demands
- Cost goals to ensure optimal expenses paid for the staff.
Why do you need a human resource management plan?
With a specific and clear plan, businesses can build the ideal staff to work, operate and develop the business in the best way while still meeting the cost optimization factor.
The plan will also bring about the right allocation of resources, the right people, the right jobs, improving productivity. At the same time, this is also a necessary factor for businesses to conduct training, retain, and gradually improve the capacity of the existing staff.
Methods of planning human resource management
a. Step 1: Analyze the factors affecting human resources
Human resource management strategy
· The external environment:
Enterprises need to pay attention to external factors affecting human resources. Including many factors such as: economic context, legal policies, technical and technological developments as well as competition with competitors.
This is a factor that directly affects the human resource management plan of the enterprise. You need to do a thorough analysis to be able to come up with the most suitable plan for your business.
· Environmental inside:
In addition, internal factors within the enterprise also have a significant influence. For each industry, the requirements for quantity, quality, and competency level of employees are different. The strategic goals of the business also affect future staffing needs. In addition, the very natural change in the enterprise's workforce will also have an impact on long-term planning.
b. Step 2: Accurately assess the current workforce of the enterprise
· Quality of personnel:
The quality of the human resources team is analyzed and evaluated mainly based on two factors: work productivity and future development potential.
Human resource planning is a long-term strategy. Employees in addition to meeting the current job needs need to have potential and qualities for further development in the future. After analysis, personnel will be classified into different human resource groups to conduct training and development in the right direction.
· Number of employees:
The number of employees in the enterprise is divided into different groups: leaders, middle managers, production staff and support staff. Enterprises need to closely monitor these groups, the fluctuations, and the working efficiency. Thereby, predict the situation of fluctuations in the number of employees in the enterprise and get a timely solution.
Human Resource Management
c. Analysis of human resource supply and demand and the ability to adjust
· Realistic resource analysis
Managers can control the actual resource situation of the enterprise through the following factors:
- How many employees do the activities in the business? Efficiency achieved?
- Estimate how many employees are suitable. How many employees need to change jobs?
· Analysis of future needs:
Based on long-term planning, managers need to know the factors that are likely to change the demand for human resources or create new jobs. This is one of the important tasks to develop a human resource management plan.
Evaluations and analyzes often have quantitative errors between planning and implementation, so the goal of this content is to manage the risk of those deviations. More specifically, managers need to estimate the gaps between the plan and the implementation, predict the causes leading to them and propose measures to overcome and improve.