10+ HR Strategic Plan Templates – PDF, Word

With every business, there’s always going to be a common goal that everyone will be working towards. However, how everyone will go about in achieving them might differ and that could highly affect the business’s success. For those in human resources, there has to be some sort of sample plan in order for them to figure out exactly what and who it is the business will need in order to attain success.

And what this just means is that they will have to come up with a strategic plan which will allow them to do so and this article will teach you all that you need to know in order to create an effective one.

Strategic Plan Template

Strategic Plan Template

Sample HR Strategic Plan

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HR Strategic Business Plan

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How to Create an HR Strategic Plan

If you’re the HR manager of the human resources department, then that means you will have access to sensitive data regarding the ins and out of the business. This means that you can see what kind of strategies are being implemented as well as how successful they are in making sure that the business is able to achieve its goals and objectives.

Let’s say that you’ve noticed that there are a couple of areas within the business that hasn’t been defined or looked into in terms of what needs to be done or how it would factor into the business’s success. This means that you will have to come up with a sample strategic plan which ensures that you will be able to cover everything.

So here the things that you will have to cover in your HR strategic plan:

1. Determine the Human Resource Needs

The first thing that you will have to go over in your HR strategic plan is just how many people you will need to cover all of the daily operations of the business. This would involve you having to look into the company operations and how it has been handled over the last year and asking yourself the following:

  • Is there are a need to hire more?
  • Is the hiring process tedious and is it difficult to find the employees needed?
  • What are the different skills that your current employees possess?
  • What skills and knowledge will the employees need in order to live up to expectations?
  • Is there anyone who plans on retiring or resigning soon? Do you already have replacements ready for when they do?

All of these questions cannot be answered alone, meaning that you will need to have other people from different departments such as managers and executives to give you all of the information that you could possibly need. You may also see IT strategy plan templates.

From what you’ve gathered, you must then quickly assess what it is that you need to do in order meet with the needs of your business. If you see that some of your employees lack certain skills in order to meet with certain objectives, then you can implement a specific type of training that can help them get what they need. If you see that the hiring process isn’t effective, then you can change it to cater to who you want the small business to acquire. It’s all about adjustment so you have to make sure that you and the rest of the employees are able to accept the changes that will benefit everyone in the long run.

Printable HR Strategic Plan

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Standard Human Resources Strategic Plan

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Human Resources Strategic Workplan

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HR Department Strategic Plan

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2. Recruitment

This is a very important job for just about every HR manager. The role requires that you are able to fully grasp just how many people need to be hired, the skills and degree of education that they need to possess, and when it’s the right time for you to hire them. You also have to think about other factors that could affect the culture within the workplace. What this basically means is that not only should you find people who meet the requirements to take on certain positions, but you also have to make sure that they have the attitude and personality that allows them to handle the tasks and responsibilities in a way that will show good work ethics. You may also see strategic plan samples.

So depending on the type of job that you are hiring for, it will highly affect how you should go about in advertising the open position. Also, it will affect the different methods you will be using to get the people that you want interested in joining the company. No matter where you decide to recruit, it is important to keep in mind that the recruiting process should be fair and equitable and diversity should be considered. Otherwise, you’ll be hearing a lot of issues and it may just end up with a lawsuit against the company. You wouldn’t want that to happen now, would you? You may also see school strategic plan templates.

No matter how you end up recruiting the people that you need, remember that it’s all about going through whatever resume or curriculum vitae that applicants provide you with and seeing if they’re the people capable of meeting the needs of the business as well as help it reach success. You may also see strategic planning process templates.

3. Selection

Now that you’ve already come up with a plan on how you should go about in recruiting people, the next thing that you need to consider is how you’re going to figure out which of them is the perfect fit for the company. If you’re going to find the right person for the job, then there are a lot of things that you will need to consider. You may also see church strategic plans.

Those would be the following:

  • The amount of time it will take for you to go through the many different resumes
  • The amount of time it will take to interview every single candidate
  • The number of expenses it will take to interview every applicant
  • The possible relocation expenses for a new hire
  • The cost of training these new hires to get up-to-date with what needs to be done

Since it’s never easy or inexpensive when it comes to hiring new employees, you have to make sure that you’re able to do it right from the start. So the first thing that you have to do is thoroughly go through whatever resumes or CV’s that you receive and see if they qualify for employment. Once that’s done you will proceed to the interview to acquire as much information as you can from the applicants. Then you’ll have to do a background check to determine if you haven’t been providing with any exaggerations or false information.  And lastly, you will have to determine which of the candidates is the most valuable and hire the right person that you think will be beneficial to the business.

4. Determine Compensation

If you’re going to hire someone as an employee, then you’ll need to think about just how much he or she will need to be paid. What you decide to pay people is much more difficult than it seems. You will need to be able to develop a pay system in which all of your employees will be able to consider fair and one that is able to motivate them to work for the business. However, take note that you can’t always offer the salary that new hires or current employees would want as you have to think about the simple budget restraints.

The process of determining the right pay for the right job can have many variables, in addition to keeping morale high. You will need to do your research to determine the standard amount in which that particular position is paid so that you can offer the candidate for employment a fair price. How the two of you will negotiate will depend entirely on the urgency of the position and when it needs to be filled up. Just make sure that you don’t shoot too high or too low when it comes to determining the compensation plan so that the people you intend to hire will be more than willing to take up the offer. You may also see sample strategic plannings.

Example of HR Strategic Plan

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HR Strategic Action Plan

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Division of Human Resources Strategic Plan

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Strategic Plan for Human Resource Management

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5. Develop the Appropriate Training

Once you’ve been able to hire the right people for the job, you must then make sure that they know what it is that they have to do in order to meet with the objectives and smart goals of their positions. This would mean that you will need to figure out what kind of training they will need in order to develop the knowledge and skills that are required to do business operations that will meet with standards and expectations.

Just make sure that they learn about the company culture, the skills needed, and their human relation skills to guarantee that they’re the employees you’ll need them to be. You may also see simple strategic plans.

6. Performance Appraisal

And lastly, you want to make sure that the people you’ve hired are able to meet with the performance standards of the company. You want all of your employees to know just how well they’re doing, and it’s also a good way to motivate and reward them for their efforts. You may also see strategic sales plans.

You can do performance appraisals through the different methods such as:

  • 360 review
  • Career development review

Remember that the point of this is to weed out the people that’s valuable to your company and the ones that you think are no longer needed.

If you would like to learn about other strategic plans that are meant for a simple business, then all you have to do is go through our site. It has all the different articles that you need to help you. The only thing that you have to do is go through them thoroughly so that you can make effective use of whatever you information you have been able to gather.

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