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Human Resources Management Plan Example

Human Resources Management Plan is an important document in the initial stages of planning a project or creating an organization.

Project managers create a Human Resources Management Plan as part of the overall Project Plan. HR managers create similar documents when planning future employees, salaries, and investments. Reference: “Human Resources Management Plan in Project management”, https://phron.org/human-resources-management-plan-in-project-management/ 

Example of Human Resources Management Plan

Let’s start with the most important topics that apply to your entire plan.

What are the strengths and areas of our available workforce?

Extremely competent, young, ambitious people who want professional prosperity. Directly oriented towards their personal professional development. Investing time, energy, and desire in the work process. We need some additional personnel to fill out our team, which I have mentioned below in the plan. Reference: “Example of Human Resources plan of an IT / Software company”, https://www.islandjournal.net/example-of-human-resources-plan-of-an-it-software-company/

Who’s Eligible for Social Security and Retirement?

At this stage, colleagues from the Accounting department are responsible for social security and retirement. Going forward, we will need a Chief HR Officer, which I have proposed below in the plan.

Are there current employees having performance issues?

We currently have no employees with performance issues.
Does it mean that projected growth will need additional workers? – Yes. In the plan below I have described the employees we need to execute our strategy (internal transfer and external recruitment).

What skills and abilities – technical, administrative, managerial, and leadership – are needed for the additional workforce?

Management, leadership, administrative and technical skills are required.

Are there gaps in current staff skills?

No gaps are found in the current skills of the staff. We strive to constantly invest in their training and career growth.

Organizational strategy

Growth Plans:

Development, including expanding the scope of the activity

Introduction of new intelligent and innovative solutions to provide to our customers – implementation period 1 calendar year. The project will be monitored and managed by the company’s Directors and a Human Resources manager; Reference: “Monitoring and evaluation of human resources management”, https://www.muzonet.com/monitoring-and-evaluation-of-human-resources-management/

Hiring new employees

Competent employees who will be part of an extremely highly qualified team and will support the development of new projects – deadline: 6 months. The project will be monitored and led by the Human Resources Manager and his assistants;

Prove and implement at the international level

Opening of departments and offices in other countries – term of implementation: 1 ½ year. The project will be monitored and managed by the Directors of the company and by the Human Resources manager. Development of existing customers, and working with new key customers (an increase of customers) – will contribute to the development and promotion of the company. Deadline 1 year. The project will be monitored and managed by the company’s Directors, Key Accounts managers.

To implement the organizational strategy presented above, we will need to create an HR Plan.

Creating a full-fledged and successful HR Plan is not an easy task, as some small gaps could cost us wasted time, additional resources, and lack of motivation.

It is for this reason that we must carefully select the important factors that we will work on to build a successful plan.

The creation of a successful plan would help the organization achieve all its set goals by fully justifying its expectations. Reference: “How to make a Human Resources plan for our organization”, https://mpmu.org/how-to-make-a-human-resources-plan-for-our-organization/

The first goal that the organization has set for itself is to expand the scope of the activity:

Introducing new intelligent and innovative solutions to provide to our clients – This is a leading factor in our professional development. To introduce intelligent and innovative solutions, we will first of all need a creative Chief HR Officer who will adhere to the general ideas of the company and have the ability to implement them promptly.

I think it will be appropriate for this role to be our CEO. He is the person from the top management and precisely because he is extremely well acquainted with the processes and ideas of the company, he will be able to make adequate, justified changes in the processes and the configuration of human resources in the company. Reference: “Methods for human resources and personnel management”, https://managerspost.com/methods-for-human-resources-and-personnel-management/

He will give new ideas, thanks to the professional experience he has. Our CEO is creative, responsible, and focused on the final positive result. He has dozens of ideas, which he has repeatedly shared with operatives.
The resources that will be needed – Appropriate training and time to get used to the new duties.

The first step is to discuss the proposal with our CEO. We will explain to him all the necessary duties and responsibilities that he will have to fulfill accepting the new job position. The second step is to give ourselves a 3-day period in which to consider the offer. Third step – feedback from his side. If he accepts the offer, he will start training, which will last 6 months – total time: 6 months and 1 week. Reference: “What is the difference between a Human Resources Manager and a Human Resources Specialist?”, https://www.worldforgemagazine.com/what-is-the-difference-between-a-human-resources-manager-and-a-human-resources-specialist/

The second goal of the Human Resources Management plan

The second goal is hiring new employees – competent employees who will be part of an extremely highly qualified team and will support the development of new projects, as well as the development of already existing customers, work with new key customers (an increase of customers).

The necessary employees we will need are:

Primarily the HR Director

Will be responsible for the execution and vision of the strategy. I will take overall responsibility for the day-to-day management of Human Resources. The HR Director will be responsible for recruiting, compensation and benefits. Reference: “Human resource management plan in project management practices”, https://bpedia.org/human-resource-management-plan-in-project-management-practices/

HR Specialists

Two HR Specialists. Duties – Will perform day-to-day operations in the HR department, perform employee evaluations, and performance tracking, and work on the compensation process. They will prepare reports, communicate with employees, and organize events. They will take care of the new staff – they will take over the submitted resumes and make contact with the candidates. (They will be trained by the HR Director)

Internal transfer of Mrs. James. She is aware of internal procedures as well as familiar with organizational strategy. He knows most of the employees. Proposal of the new job position – time to make a decision – in case of a positive answer – 3 months of training;
We will hire one additional specialist to assist Ms. Cooper) – Selection, interview, hiring, and training – for about 4 months.

HRIS Manager

One HRIS Manager (1 employee). He will be responsible for the online platform/software for carrying out various activities. Will implement and manage the software. Duties – to extract as detailed information as possible about the needs of the organization. It will perform business analysis and information processing. Reference: “Human Resources Management plan, new employees and software”, https://www.libraryofmu.org/human-resources-management-plan-new-employees-and-software/

For the position, I propose Mrs. Cooper, who is very familiar with the company’s operations. She is an excellent IT specialist who has also developed other systems in the organization – Proposal of the new job position – time for feedback – if there is a positive answer – 3 months of training.

Appointment of additional specialists

Other specialists we will need to hire:

Specialists work with clients

Will be responsible for receiving customer orders, daily communication with customers (via e-mails and phone calls), meeting their requirements, and importing orders into the software. CV selection, interview – the approved candidate is prepared with a personalized job offer with detailed conditions that we offer) – deadline for returning feedback – appointment – training – 4m;

Production planning specialist

Communication with customers, satisfying their requirements, planning the production process, based on customer orders. CV selection, interview – the approved candidate is prepared a personalized job offer with detailed conditions that we offer) – deadline for returning feedback – appointment – training – 4m (They will be trained by the managers of the relevant departments – Customer service & Planning Dept ).

The third objective of the Human Resources Management plan is: Prove and implement at the international level

Opening of departments and offices in other countries – deadline: 1 ½ year – Fortunately, we already have the necessary personnel to satisfy our requirements for proving and realizing the international market. We also have the systems. Negotiations have already been held with potential customers.

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