HRM plan sets the pace for growth
TO DEVELOP talent that works towards success, one needs a detailed and effective human resource management plan. For without planning only disruptive practices ensue. Here's looking at the importance of HRM planning and some factors that lead to its success.
The resource of infinite possibilities, the inimitable reason behind breakthrough ideas, the factor that causes astounding action and the treasure that when harnessed leads to soaring heights is quite simply - the employee. Indeed, companies do recognise the significance of developing the employee, as is seen with the sudden surge in human resource management practices. But what is practice without a plan, can talent truly be developed and aligned with a company's objective, how can one incorporate the many tenets of human resource development and align then at every stage with the company's goals and objective. The way forward is simple with human resource planning.
Talent is the key factor that translates into a comparative advantage for the firm, which provides the leverage to take the company to another new level, a dimension where machinery and products are futile for it is the idea that has power. The ideas of power, the action of dedication, however often go untapped, not being recognised and developed or simply being slotted into an ineffectual development program and hence become a resource lost for the company. To harness talent, let ideas emerge, and use the human resource to maximum capacity and in the right direction requires coherent, systematic and most importantly suitable planning.
Unfortunately, often HR plans are simply popular plans, or techniques that have been used elsewhere and are adopted into a company. These may not be suitable for the company, its people or even its goals. It is imperative that the methods of recruitment, development, compensation and retention be in tandem with the business strategy of the firm, its organisational goals, company culture and its management style.
Factors that go into making a truly effective HR plan are:
Organisational plan: The plan has to clearly begin with the company's objective in mind. It is tedious but this will have to be broken down into sub - parts and how every job role or team can work towards this goal. The plan will have to begin with setting of targets or expectations for all. A motto, or statement to this effect will bring in clarity of purpose and you're off to a good organised start. To be in tandem with an organisational plan is important as this will identify how you deal with people at every stage- be it recruiting, development.
The requirements: When designing a plan, it's important to keep in mind a simple fact- what type of organisation is this? This will define the HR needs of the company. Often HR use simple and common resource development techniques, for example general communication skills but these will be more effective when in tandem with the nature of work done. For example the policies needed for production or manufacturing firms, are bound to be very different from a company that deals in stocks and shares.
Changing stages: The stage of the organisation is important to develop a periodical plan. A new organisation with youngsters will have to plan for their growth , and give them an opportunity to gain new experience by job rotations. With more older employees one may have to focus on retirement plans, learning new IT skills. This helps plan for the future and keeps the employees from getting disturbed by sudden changes.
Structure: The structure of the organisation is also important whilst formulating an HR plan. For example - the lines of reporting have to be clearly delineated for efficient working. To formulate succession plans one needs to know the promotion policies of the firm, and plan to mentor and coach the successor in advance.
Culture: The plan will also have to take into account the culture of the organisation. A company that promotes a relaxed culture will have a plan that promotes informality in dress, interaction and training. Social factors also have to be taken into account. Providing for childcare could matter tremendously in some societies and not in others. Educational scholarships or loans for children will make a great difference in societies where families are of great importance.
The idea that underlies a formulation of the plan is these factors are taken into account beforehand and not adapted to along the way in an ad-hoc fashion.
A successful plan works towards a goal and incorporates methods of its achievement into every stage of functioning.
An HR plan reduces uncertainty by anticipating needs and working towards desired consequences in advance.
UZMA HYDER
faqs@cnkonline.com
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