Reference no: EM133151700
HR Operational Plan
Management Consultants
The HR strategic plan predicts the future HR management needs after analysing current resources, the external labour market and the future HR environment that Grow Management Consultantswill be operating in. The analysis of HR management issues external to the organisation and developing scenarios about the future are what distinguishes strategic planning from operational planning. The basic questions to be answered for HR strategic planning are:
• Where are we going?
• How will we develop HR strategies to successfully get there, given the circumstances?
• What skill sets do we need?
Gap analysis
The HR Operational Plan expands and develops an action plan for each of the issues identified by management as requiring immediate action and are to be included in the operational plan.
Objective: Reduce staff turnover
Human resources requirement: Complete analysis as to why the turnover is so high, provide a report on findings and recommended action plan, to reduce annual turnover to a target of 10% pa.
Operation plan: Expand with SWOT analysis, identify issues, establish mitigation strategies, review critical dependencies and constraints this will assist with establishing project timelines resourcing and anticipated implementation program
Objective: Grow Management Consultants does not have a performance management system
Human resources requirement: Prepare and present for management approval a comprehensive performance management system, including but not limited to KPI's, feedback, training of management, formal assessments and warnings, compliance with legislation.
The report also needs to identify alignment with Grow Management Consultant's strategic objectives.
Operation plan: Expand with SWOT analysis, identify issues, establish mitigation strategies, review critical dependencies and constraints this will assist with establishing project timelines resourcing and anticipated implementation program.
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