Modern companies require departments and employees to plan their work for the year. The budgets of departments and the organization as a whole often depend on this, so managers take this process seriously and expect the same from subordinates.
The following main goals of personnel planning can be distinguished.
Providing the organization with employees of the required qualifications and in the required quantity.
Maximum use of the potential of working employees.
Solving problems arising from a possible excess or shortage of personnel.
Development corporate culture maintaining a comfortable psychological climate in the team.
HR budgeting (determining the costs required for the implementation personnel events, ways to save and optimize these costs, etc.).
Consider milestones development of the annual action plan of the personnel department, including its coordination and approval. We will give a technology for drawing up a plan for a situation where the planning process starts from the top and the head of the service has received the formulated goals and objectives of the work from the company's management.
ON A NOTE
Each company in the process of planning activities can use one of the following methods.
Break-down method (top to bottom). The work starts from the top: the management of the organization formulates the main goals and objectives of the work in the next calendar year and specifies what is required from each unit, by what criteria the performance will be evaluated and how the achievement of the goals will be determined.
build-up method (from bottom to top). Work starts from the bottom: structural units present their vision of goals to the management of the organization and offer ways to achieve them.
Before planning the service next year, you need to:
analyze the results of its work over the past year, understand which stages of the plan were successfully implemented, identify errors in previous planning;
clarify (if required) the goals and objectives that the management sets for the company as a whole and the personnel service in particular for the next year, distribute these tasks in order of importance.
Priorities in directions personnel policy and spending on personnel, each company arranges based on its specialization and business development strategy.
STAGE 1. DETERMINATION OF STAFF OBJECTIVES AND ITEMS
Based on the strategic goals of the company, the CEO at the end of the current year sets the managers structural divisions goals to achieve these goals for the coming year. Wherein modern companies, summing up the results of work for the year and determining the direction of their development, they update the strategic goals.
You must plan personnel events for the next year and put forward proposals on personnel policy in accordance with the tasks set by management. It is most convenient to do this in the main directions personnel work. These can be, for example:
identifying the need for employees and attracting candidates for vacancies (on their own or through recruitment agencies);
selection and selection of candidates for vacant positions;
staff adaptation and mentoring;
staff training and development;
career development and formation of a personnel reserve;
assessment and certification of personnel;
material and non-material motivation, social package;
corporate events, etc.
STAGE 2. FILLING IN FORMS OF HR PLANNING
Draw up a work plan for the unit, distribute individual procedures and activities by months of the year and predict temporary and financial expenses on the implementation of the points of the plan you will be based on specific numbers and data. Before collecting all the information and presenting it in one document, you can use convenient and visual forms of workforce planning (Appendix 1). Thus, the work is planned not as a whole, which is quite difficult to do without missing anything, but for individual sections and events.
STAGE 3. OBTAINING THE NECESSARY INFORMATION FROM DIVISIONS AND EMPLOYEES
At this stage, the heads of structural divisions and other employees of the company submit information to the personnel service within a certain period of time, on the basis of which a plan of personnel measures is drawn up.
This may be information:
on the need for recruitment of new employees;
directions and forms of personnel training, as well as its retraining;
the need to test the knowledge and skills of individual workers;
holding corporate events on a specific topic, etc.
Provide heads of departments with workforce planning forms with questions on which you need information
Invite the heads of structural divisions to fill out special forms (tables, questionnaires, questionnaires). This will speed up and facilitate the process of collecting information necessary for planning personnel events.
After receiving the completed forms (Appendix 2), do not rush to immediately enter all the information into the draft plan. It is likely that some information will need to be clarified. For example, what tasks do managers expect to recruit staff for, what are their expectations from the passage of training courses for employees, how, in their opinion, the assessment and certification activities that they insist on will affect the productivity of employees of the unit, etc. Having found out the needs and expectations of managers, reflect individual provisions in your plan, while taking into account both the personnel policy of the company and external factors: the demographic situation, changes in the labor market, the provisions of the current labor legislation, etc.
STAGE 4. DRAFT PLAN
The information received from line managers, which you consider necessary to include in the work plan, and the information that you independently planned for individual personnel activities in the unit, must be consolidated into a single document - a draft annual work plan.
STAGE 5. PROTECTION OF THE DRAFT PLAN
Protecting key HR objectives and therefore the required budget for HR activities is one of the main steps in the planning process.
When preparing for the defense of the work plan, write an explanatory note to the document with a short summary of the main stages of the plan
The work plan is a multi-page document that is quite difficult to analyze. When preparing for a workshop where you will defend your work plan, you can first (on 1-2 pages) summarize the most important events and stages. This is followed by a detailed breakdown of each of the stages with explanations to which the participants of the meeting will refer if necessary.
It is often at this stage that it turns out that the vision of middle and senior managers, approaches to planning personnel events, and setting priorities do not coincide. So, when predicting the optimal number of personnel for the year, the heads of structural divisions seek to increase labor productivity by attracting additional labor. Often, this does not take into account the potential of existing employees and the ability to effectively use existing resources. The leaders of the company usually tend to increase the volume of work and reduce the number of employees (sometimes excessive, which leads to overtime, burnout of the remaining employees and a decrease in labor productivity in general).
Therefore, before the plans of work and budgets of expenses get approved by the head of the company, they must be considered at working meetings, agreed with key managers, studied and approved by the financial department. In the process of defending the work plan, you will be able to answer all questions, defend individual items and activities that you consider important, find out where your forecasts and plans do not coincide with the assessment of the situation by management.
At the meeting to defend the work plan, take all the documents that were used to compile it
Be prepared to justify why you are planning these particular activities - in such a volume, on these dates, focusing on a certain cost, etc. The data you relied on when drawing up the draft plan will help you with this: statistical indicators of past periods, results of work personnel service, offers and requests of heads of departments, information on prices for services recruitment agencies and other information.
Keep in mind that not all planned activities will be approved and approved. To avoid this, try to anticipate the questions of higher management. Most often they relate to events that have never been held in the company, new processes and ways to solve personnel problems. Those stages of the plan that will require large expenditures in comparison with previous periods will certainly attract attention. Justifications for this should be prepared in advance.
STEP 6: UPGRADE THE PLAN (IF NECESSARY)
In the process of discussing the draft plan, it is desirable to draw up all proposals, comments and decisions in writing, for example, in the minutes of the meeting. Based on this document, you will have to adjust the annual action plan. All changes made can be noted in the change registration sheet (Appendix 3). Such documents are attached to the amended plan and facilitate the process of its final approval before being submitted for approval to the head of the company.
STEP 7. SUBMISSION OF THE DRAFT PLAN TO THE GENERAL DIRECTOR FOR APPROVAL
At this stage, your actions depend on how the company documents are submitted for approval to the manager - in the final version or with the attachment of all previous versions, minutes of the meeting, change registration sheets. It should be only a work plan or an explanatory note in a certain form (Appendix 4), etc. should be attached to it.
Finally, after the work plan of your unit is approved (possibly with adjustments already made by the head of the company), you need to organize its implementation and control over the execution of individual stages and activities.
Appendix 1. An example of filling out workforce planning forms in the personnel service
Appendix 2. An example of filling out workforce planning forms in a structural unit
Appendix 3. Example of registration sheet for changes in the annual action plan (fragment)
Appendix 4. An example of an explanatory note to the annual action plan (fragment)
HR Action Plan
IN Lately in many organizations, the question arose of planning the current activities of departments in accordance with the overall strategy so that it was aimed at successfully solving urgent problems. At the same time, it is worth analyzing the activities over the past year: think through all the shortcomings, problems and make suggestions for improvement in all areas of personnel work. The list of future events can be drawn up for a certain period - month, quarter, year.
Well, one of the divisions, of course, is the personnel department.
Conventionally, the process of developing operational measures by the personnel department can be divided into three stages. At the first of them, it is necessary to collect the following statistical data: the permanent composition and structure of personnel, loss of time as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information on the average wages and provided social package.
At the second stage, an action plan is drawn up, which should contain a list of activities to achieve each intended goal with a timeline (preferably with an exact date - day and month), intermediate results and resources used. At the same time, it is advisable to keep records of the necessary organizational resources - human, material and financial. When developing perspective plan activities of the personnel department should take into account tasks that meet the requirements of labor legislation, namely:
- mandatory conclusion employment contracts ();
- scheduling vacations for the next year ();
- development of local regulations ( , );
- maintaining a time sheet ();
- accounting for work outside the established working hours ( , );
- guarantees to the employee in case of temporary disability ();
- guarantees and compensations to employees sent by the employer for training for advanced training ();
- execution of written agreements on the full liability employees ( , );
- conducting medical examinations workers ( , ).
Some activities can be planned in any month of the calendar year, for example, checking the availability of documents in a personal file, advanced training, and developing regulatory local acts of an organization. However, it is better not to postpone them until December due to the possible lack of time during this period. Heads of departments should involve in the development of a detailed project of employees subordinate to him. It is well known that if the role of an employee is not reduced to a passive one, he will delve deeper into the problem, will be ready to accept reasonable conclusions and recommendations of the manager, and will also put more diligence into achieving the intended goals. It should also be remembered that the content and structure of personnel planning are significantly influenced by the labor market, the economic situation, and the demand for manufactured products and services.
The third stage is the final one, it involves the approval and coordination of the personnel plan, as well as support for the organization's strategic line and systematic monitoring of the implementation of activities throughout the year.
The annex presents the organizational plan of activities of the HR department for the first quarter, which covers such areas of personnel activities as the selection and adaptation of new employees, maintaining personnel office work, work with the military registration table, development and training, preparation of documents for archiving, etc. At the end of the reporting period (in this case of the first quarter) in the column "Completion mark" the assessment of the effectiveness of each activity in percent (25, 50, 75, 100%) is put down. Based on such an analysis, it will be possible to correct and stabilize actions in the next reporting period.
Personnel planning is fully effective only if it is consistent with the overall process of work in the organization. In this case, its positive influence is obvious.
- Recruitment procedures are being improved as planning is a source of information about the organization's need for personnel. This allows you to minimize costs and avoid crisis situations associated with a shortage of labor.
- Optimizes workforce utilization as untapped employee potential is identified through expansion official duties and reorganization production processes based on new technologies.
- Careful design of training and professional development personnel allows you to ensure the necessary qualifications of employees and achieve results with the least loss.
- The overall labor costs are reduced due to a well-thought-out, consistent and active personnel policy of the organization in the internal and foreign market labor.
APPLICATION
At the first of them, it is necessary to collect the following statistical data: the permanent composition and structure of the staff, loss of time as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information about the average salary and the social package provided. At the second stage, an action plan is drawn up, which should contain a list of activities to achieve each intended goal with the definition of deadlines (preferably with an exact date - day and month), intermediate results and resources used. At the same time, it is advisable to keep records of the necessary organizational resources - human, material and financial. When developing a long-term action plan for the personnel department, tasks that meet the requirements of labor legislation should be taken into account, namely:
- the obligation to conclude labor contracts (art.
HR Action Plan
Prepare and conduct a lesson with middle managers on the topic: “Organization of personal daily activities work of the head of the department "with an analysis of work plans for the day and month 08.12 Heads of structural divisions 8. Analysis of the work on the admission and adaptation of new employees 22.12 Heads of structural divisions 9.
Prepare and hold a seminar with the heads of all structural divisions on the results of work with personnel in 2010 and draw up a business plan for 2011 in the key area of activity of departments - staffing with qualified personnel (search and selection of new employees, preparation of a personnel reserve and career planning) Until 24.12 Heads of structural divisions 10. Analysis of the reasons for the dismissal of employees of the organization 27.12 Heads of structural divisions 11.
HR department work plan for 2016.
The increased turnover of personnel, whatever the reason, reduces the staffing of jobs by performers, the effectiveness of training costs, distracts highly qualified specialists who are forced to help newcomers from their duties, worsens the moral and psychological climate, reduces the productivity of those who are going to leave, and as a result, it causes economic losses. In a mobile team, labor efficiency is lower than in a stable one due to the lack of established norms, the necessary mutual exactingness, and the unpredictability of the response to managerial influences. There is a direct relationship between the period of a person's stay in an organization and the results of his work, since if he has a long experience, he knows the intricacies of the place of work better, and therefore shows higher performance.
Russian Economic University named after G.V. Plekhanov
Until 20.12 Accounting, heads of structural divisions 2. Filling out and submitting a time sheet for the month of November 01-03.12 Heads of structural divisions 3.
Preparation and approval of the OK work plan for 2011. Until 24.12 CEO(specify the main and priority areas) 4.
Prepare a report for 2007 and a work plan for 2011 on military registration Until 20.12 OK 5. Prepare and submit an updated list of employees of the organization to receive new medical poles compulsory insurance 02.12 OK 6.
Interviews with heads of departments and assistance in working with personnel. 03.1208.1210.1214.1216.1221.1223.12 Ivanov S.Yu. Vorobtsov D.A. Egorov V.S. Petrov A.I. Kuzmin N.Yu. 7.
Annual action plan of the personnel department
Low labor productivity 12 Car mechanic 4 2 1 1 Working conditions, alcohol consumption TOTAL: 217 66 33 CONCLUSION: The main reasons for staff turnover: 1) Irregular (emergency) work method leading to overload, the need to work on weekends, deadlines for work. 2) Big processing, difficult conditions labor. 3) There are no clear goals, tasks and no constant control their implementation, as well as evaluation of the work of the trainee at the end of the working day or trial period. 4) Low actual qualification and, as a result, inability to perform the required functions. 5) A thorough analysis of work tasks, norms and rates of remuneration is necessary. 6) Mismatch real earnings with the expected (in this mode of operation). 7) Drinking alcohol.
HR department work plan for the year sample
Desired salary level 2 Lack of a fixed work schedule, extensive overtime, technical condition of vehicles 1 Unfavourable conditions work (old technology, high requirements to labor discipline, accounting for downtime and repair time) 1 Alcohol consumption 3 Welder 48 15 10 5 Low actual qualification 2 Irritability in work, vagueness of work tasks, constant changes in work tasks 2 Mismatch between real earnings and expectations (it is not possible to have a high stable income) 1 Living conditions of work (shower, hot water, eating) 4 Electrician (electrician) 10 5 3 2 Salary (stability, the ability to have the desired salary) 1 Change of residence 1 Inconstancy of daily tasks, irregular work schedule, salary level 1 Salary level 5 Master electrical facilities 9 3 2 2 Inconsistency of actual competencies with the required ones.
HR department work plan for the year
Important
The age structure of personnel is characterized by the proportion of persons of the corresponding ages in its total number. When studying the age composition, the following groups are used: 16, 17, 18, 19, 20-24, 25-29, 30-34, 35-39, 40-44, 45-49 , 50-54,55-59, 60-64, 65 years and older. The structure of personnel by length of service can be considered in two ways: in terms of total length of service and length of service in this organization. The level of labor productivity is directly related to the total length of service. The total experience is grouped into the following periods: up to 16 years, 16-20, 21-25, 26-30, 31, 32, 33, 34, 35.36, 37, 38, 39, 40 years and more. Work experience in this organization characterizes the retention of personnel.
HR department work plan for the year
- accounting for work outside the established working hours (Articles 97, 99 of the Labor Code of the Russian Federation);
- guarantees to an employee in case of temporary disability (Article 183 of the Labor Code of the Russian Federation);
- guarantees and compensations to employees sent by the employer for training for advanced training (Article 187 of the Labor Code of the Russian Federation);
- execution of written agreements on the full liability of employees (Articles 244, 245 of the Labor Code of the Russian Federation);
- conducting medical examinations of employees (Articles 69, 185, 213, 266 of the Labor Code of the Russian Federation).
HR department work plan for 2014
In a dynamically developing organization, it is necessary to plan current activities divisions in accordance with the overall strategy so that it is aimed at successfully solving urgent problems. At the same time, it is worth analyzing the activities over the past year: think through all the shortcomings, problems and make suggestions for improvement in all areas of personnel work.
The list of future events can be drawn up for a certain period - month, quarter, year. Conventionally, the process of developing operational measures by the personnel department can be divided into three stages.
At the first of them, it is necessary to collect the following statistical data: the permanent composition and structure of the staff, loss of time as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information about the average salary and the social package provided.
Approximate plan of work of the personnel department for the year
Attention
Personnel movement and its analysis In fact, the personnel is not something frozen: it is in constant motion due to the hiring of some and the dismissal of other employees. The process of updating the team as a result of the departure of some of its members and the arrival of new ones is called the turnover (turnover) of personnel.
Retirement can be due to objective and subjective reasons, including: biological (health deterioration), production (downsizing due to complex mechanization and automation), social (retirement age), personal (family circumstances), state (conscription for military service). The degree of staff mobility is determined by the following factors: 1.
The need to change jobs, determined, for example, by dissatisfaction salary, working conditions and regime, climate.2.
HR department work plan for 2016
The economic losses associated with staff mobility are determined on the basis of current reporting data and special surveys. They consist of losses from the violation of the stability of the team, labor discipline, losses from increased marriage, direct losses of working time.
The method of calculating their value will be discussed below. Statistics characterizes the movement of personnel by relative and absolute indicators of turnover and turnover. The absolute indicators of the movement of personnel are turnover on admission and turnover on disposal.
Recruitment turnover is the number of persons enrolled after graduation educational institutions, by organizational recruitment, in the order of transfer from other organizations, by distribution, by the direction of the employment authorities, at the invitation of the organization itself, as well as those undergoing industrial practice.
Annual work plan for HR manager
It should also be remembered that the content and structure of personnel planning are significantly influenced by the labor market, the economic situation, and the demand for manufactured products and services. The third stage is the final one, it involves the approval and coordination of the personnel plan, as well as support for the organization's strategic line and systematic monitoring of the implementation of activities throughout the year.
The appendix presents the organizational action plan of the personnel department for the first quarter, which covers such areas of personnel activities as the selection and adaptation of new employees, personnel records management, work with the military registration desk, development and training, preparation of documents for archiving, etc. d. At the end of the reporting period (in this case, the first quarter), in the column “Completion mark”, the assessment of the effectiveness of each activity in percent (25, 50, 75, 100%) is put down.
Posted On 31.10.2017
Appendix 2
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1 … 13 14 15 16 17 18 19 20 21
Work plan of the personnel management department: practical skills for optimizing personnel work
Activity planning is a mandatory requirement for organizing the work of any structural division of the company, including hr management (personnel management practice).
IN large companies the implementation of the personnel policy is assigned to the personnel management department. The general work plan of the personnel management department is developed and approved, as a rule, for a year, and can be detailed in quarterly or monthly plans.
The plan reflects the most important areas of the department's activities and the tasks facing the HR management of the company's personnel management practice. It includes measures to implement the personnel management strategy in the company in the following areas:
- Organizational design and management of interactions between departments of the company;
- Personnel document circulation and maintenance of obligatory personnel documentation;
- Assessment of personnel and development of competencies and improvement of the performance of key employees;
- Management of remuneration, compensation and benefits;
- Search and selection of personnel;
- Adaptation and control of the trial period;
- Training, development of personnel and formation of a personnel reserve;
- Internal communications.
Effective planning of hr management (personnel management practices) is impossible without effective control.
WORK PLAN of the Human Resources Department for 2016.
This fully applies to the work plan of the personnel management department. The head of the department bears full responsibility for the organization of work on the implementation of the planned activities. It is he who reports to the company's management on the progress of the implementation of the work plan of the personnel management department, explains the reasons for the non-fulfillment of a particular planned event, and makes reasoned proposals for its addition or change.
A template for the work plan of the HR department for organizing effective HR management (HR management practices) in the company can be found in the HR Director's Handbag set of methodological materials.
Additional professional educational programs (advanced training) in the amount of 16-250 hours.
Document- certificate of the established form.
For managers, specialists and civil servants of regional tourism administrations
- Advanced training of managers of accommodation facilities and other objects of the tourism industry
- Advanced training of guides and guide-interpreters on the specifics of work in the conditions of mass events
- Ensuring security during mass events
- Methodological bases for the development of a regional program for the development of tourism.
- Software products in design.
- Business administrator.
- English in tourism.
- Spanish in tourism.
- German language in tourism.
- Development of Internet applications.
- School of the young guide.
- Formation of the image and branding of tourist areas.
- Designing regional tourist routes (domestic and inbound tourism).
- Control tourism activities in the region: strategy and tactics.
- Event tourism as a tool for the development of the region.
- Information technologies in public administration.
- Computer technologies for designing in the sphere of service and tourism.
- Formation of tourist Internet resources based on electronic cartography: methodological and practical aspects.
- museum marketing.
The development of ethnocultural tourism to the centers of the National Art of the Russian Federation using modern information technologies.
- Image maker.
- Personnel Management.
- Sociology of tourism.
- Development of domestic and inbound tourism.
- Business protocol and business etiquette.
- Evaluation and certification of personnel in the field of tourism and service.
- Barrier-free tourism is a social direction in the development of tourist services.
- Tourist market of Russia: state and problems of development.
- The transition to a customer-oriented model is an effective change management at enterprises in the tourism and hospitality industry.
For managers, specialists and employees of hotels and other accommodation facilities
- Improving the qualifications of the staff of the hotel reception and accommodation service
- Advanced training of hotel security personnel
- Advanced training of personnel of catering establishments or catering service of the accommodation facility
- Improving the qualifications of the personnel of the room fund operation service
- Classification of hotels and other accommodation facilities.
- Classification of ski slopes.
- Beach classification.
- Management accounting of collective accommodation facilities using modern information technologies.
- Energy saving, energy efficiency improvement and building energy audits.
- Modern trends in the functioning of the housekeeping service in the hotel.
- Modern technologies for organizing service in hotels.
- 1C: Accounting 8.0.
- Interior Design.
- Foreign languages for special purposes: English, German, French, Spanish.
- The latest technology in the organization of restaurant service.
For managers, specialists and employees of travel companies
- Advanced training of personnel of organizations engaged in tourism activities
- Modern marketing tools in the work of objects of the tourism industry
- The use of modern information technologies in the work of objects of the tourism industry
- Technology and organization of tourism activities.
- Psychology of the modern consumer of tourist services.
- Effective use of competencies in the tourism sector.
- Tour guidance.
- Performance management of tourism and hospitality enterprises.
Professional training programs
Professional training programs.
Document- the certificate of the established sample.
- Funeral agent.
- Bank agent.
- Insurance agent.
- Advertising agent.
Additional professional educational programs ( professional retraining) over 250 hours.
Document - standard diploma.
- Apartment building management
- Tourist office management.
- Personnel Management.
- Management of the tourism and hospitality industry.
- Hotel business.
- Opening and managing a small hotel business.
- Technology and organization of tourism and hotel activities.
- Interior decorating basics.
- Fundamentals of landscape and environmental design.
- Image consulting and fashion styling.
- Modern technologies in the work of an image maker: personal and corporate style.
- Interpreter in the field of professional communication.
.
Job training:
Document - certificate.
- Hotel administrator.
- Accountant.
- Bartender.
- Sommelier bartender.
- Housemaid.
- Floor attendant.
- Castellane.
- Confectioner.
- Concierge.
- maitre d'
- Booking operator.
- Visa operator.
- Dispatch operator.
- Travel organizer (excursions).
- Waiter.
- Cook.
- Receptionist.
- Food business manager.
- Hostess.
- >porter.
Additional educational programs (trainings, seminars, courses)
Document - certificate.
- Technology of organization and implementation. MICE events.
- Imagelogy.
- Etiquette.
- Animation school.
- Tour guide school.
- The use of geoinformation technologies in the field of service and tourism.
- Slogan in text and advertising.
- School of Entrepreneurship.
- Computer graphics and animation.
- Information Security.
- Sketch art.
- Head drawing.
- nude model.
HR lead plan for 2014
| APPROVE Head of Education Department administration of MO "Zvenigovsky municipal district" "_25__"______12_________2013 N.V. Annual action plan of the personnel departmentLabutina Lead HR Specialist for 2014
|
Technological progress and organizational innovations, improving working conditions, presented new requirements for the level of knowledge and psycho-physiological capabilities of a person. This, in turn, increased the shortage of highly qualified personnel, as well as personnel that meet the psychophysiological requirements of production. With the help of command-and-control management methods, without having flexible management tools, it was impossible to effectively eliminate or reduce social tension caused by the need to improve the quality of life and, above all, the quality of working life, which finds its expression in decent working conditions and the opportunity for each employee to participate. in managing the affairs of the organization.
HR Action Plan
Labor Code of the Russian Federation). The labor market, the economic situation, the demand for manufactured products and services significantly affect the content and structure of personnel planning. Some activities can be planned in any month of the calendar year, for example, checking the availability of documents in a personal file, advanced training, development of regulatory local acts of the organization . However, it is better not to postpone them until December due to the possible lack of time during this period. Heads of departments should involve in the development of a detailed project of employees subordinate to him.
It is well known that if the role of an employee is not reduced to a passive one, he will delve deeper into the problem, will be ready to accept reasonable conclusions and recommendations of the manager, and will also put more diligence into achieving the intended goals.
Annual action plan of the personnel department
Recently, in many organizations, the question has arisen of planning the current activities of departments in accordance with the overall strategy so that it is aimed at successfully solving urgent problems. At the same time, it is worth analyzing the activities over the past year: think through all the shortcomings, problems and make suggestions for improvement in all areas of personnel work. The list of future events can be drawn up for a certain period - month, quarter, year.
Well, one of the divisions, of course, is the personnel department. Conventionally, the process of developing operational measures by the personnel department can be divided into three stages.
Action plan for work with the personnel of the company
The most important methods of learning outside the workplace are: lecturing, conducting business games, analyzing specific production situations, holding conferences and seminars, forming groups for the exchange of experience, creating quality circles. In more detail, the issues of organizing training, retraining and advanced training of personnel are discussed in paragraph 7.2 of this textbook. Planning a business career, service and professional advancement consists in the fact that, starting from the moment an employee is accepted into the organization and ending with the alleged dismissal from work, it is necessary to organize his systematic horizontal and vertical promotion through the system of positions or jobs.
An employee must know not only his prospects for the short and long term, but also what indicators he must achieve in order to count on promotion.
HR planning (page 1 of 11)
Prepare and conduct a lesson with middle managers on the topic: "Organization of personal daily activities of the head of the department" with an analysis of work plans for the day and month 08.12 Heads of structural divisions 8. Analysis of work on the admission and adaptation of new employees hold a seminar with the heads of all structural divisions following the results of work with personnel in 2010 and draw up a business plan for 2011 in the key area of activity of departments - staffing with qualified personnel (search and selection of new employees, training a personnel reserve and career planning) Until 24.12 Heads of structural divisions 10.
Analysis of the reasons for the dismissal of employees of the organization 27.12 Heads of structural divisions 11.
Drawing up an operational plan for working with personnel at the enterprise
Important
The appendix presents the organizational action plan of the personnel department for the first quarter, which covers such areas of personnel activities as the selection and adaptation of new employees, personnel records management, work with the military registration desk, development and training, preparation of documents for archiving, etc. d. At the end of the reporting period (in this case, the first quarter), in the column “Completion mark”, the assessment of the effectiveness of each activity in percent (25, 50, 75, 100%) is put down. Based on such an analysis, it will be possible to correct and stabilize actions in the next reporting period.
Personnel planning is fully effective only if it is consistent with the overall process of work in the organization. In this case, its positive influence is obvious.
- Recruitment procedures are being improved as
5.2. HR operational plan
It should also be remembered that the content and structure of personnel planning are significantly influenced by the labor market, the economic situation, and the demand for manufactured products and services. The third stage is the final one, it involves the approval and coordination of the personnel plan, as well as support for the organization's strategic line and systematic monitoring of the implementation of activities throughout the year. The appendix presents the organizational action plan of the personnel department for the first quarter, which covers such areas of personnel activities as the selection and adaptation of new employees, personnel records management, work with the military registration desk, development and training, preparation of documents for archiving, etc. d.
At the end of the reporting period (in this case, the first quarter), in the column "Completion mark" the assessment of the effectiveness of each activity in percent (25, 50, 75, 100%) is put down.
Development of an operational plan for working with personnel
The relevance of this topic lies in the fact that one of the problems of working with personnel in an organization when attracting personnel is the planning of labor adaptation. In the course of interaction between an employee and an organization, they mutually adapt, the basis of which is the gradual entry of the employee into new professional and socio-economic working conditions. There are two types of adaptation: - primary, i.e. accommodation of young workers with no experience professional activity(as a rule, in this case we are talking about graduates of educational institutions); - secondary, i.e. adaptation of workers with professional experience (as a rule, changing the object of activity or professional role, for example, when moving to the rank of manager).
In a dynamically developing organization, it is necessary to plan the current activities of departments in accordance with the overall strategy so that it is aimed at successfully solving urgent problems. At the same time, it is worth analyzing the activities over the past year: think through all the shortcomings, problems and make suggestions for improvement in all areas of personnel work. The list of future events can be drawn up for a certain period - month, quarter, year.
Conventionally, the process of developing operational measures by the personnel department can be divided into three stages. At the first of them, it is necessary to collect the following statistical data: the permanent composition and structure of the staff, loss of time as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information about the average salary and the social package provided.
HR action plan example
Until 20.12 Accounting department, heads of structural subdivisions 2. Completing and submitting the time sheet for the month of November 01-03.12 Heads of structural subdivisions 3. Preparation and approval of the OK work plan for 2011.
Attention
Until 24.12 Director General (specify the main and priority areas) 4. Prepare a report for 2007 and a work plan for 2011 on military registration Until 20.12 OK 5. Prepare and submit an updated list of employees of the organization to receive new medical poles of compulsory insurance 02.12 OK 6.
Interviews with heads of departments and assistance in working with personnel. 03.1208.1210.1214.1216.1221.1223.12 Ivanov S.Yu. Vorobtsov D.A. Egorov V.S. Petrov A.I. Kuzmin N.Yu. 7.
