Sometimes business owners and managers misinterpret a HR specialist job. They assume it’s only about hiring people. Yes; recruitment is one of the most important issues that the HR department addresses, but that’s not what their job description is limited to.
As a HR specialist, your interest is tracking talent, recruiting, hiring, onboarding, encouraging growth, and offering support throughout all these processes. Most of all, it’s about planning the way the organization deals with human resources.
All organizations need a specific plan for the people that drive them forward.
So how do you develop such a plan? We’ll offer 11 tips for you to consider.
1. Assess the Current Staff Availability and Ability
Before you start planning something, you need a well-defined starting point. The evaluation of the current workforce is the foundation of anything else you’re about to do.
What do you currently have? Can you build upon the current talent or do you need fresh talent in the organization? Before you start thinking about hiring new people, these are the things you need to evaluate:
● The skills and abilities of your current employees. Maybe the organization is not benefiting from someone’s full potential. If you need fresh energy into the marketing team, maybe someone from the financial department is prepared to take on that role? All of your employees have interests and skills beyond their job description. Some of them have been through additional training. Evaluate their current skills and abilities and plan how you can build from that foundation.
● How you currently compare to your competitors. Once you evaluate the capability of your workforce, compare it to the competition. If they are better in some aspects, you can plan training sessions for your team.
2. Focus on Growth Within the Organization
The Cost of Millennial Retention Study, which was published back in 2013, revealed interesting reasons behind a Millennial’s decision to leave an organization:
● 30% said that they got a better job from another company;
● 27% said that they had career goals that didn’t align with the employer’s business;
● 13% said they didn’t see enough career opportunities within the company.
Getting a better offer has always been a reason for people to leave. But Millennials, as a generation, are also very interested in the opportunities for growth within a certain organization. We’re talking about a very flexible generation of people, who are willing to take risks. They are not afraid to leave a job and start from scratch if they see better opportunities elsewhere.
As a HR manager, you need to prevent that from happening. Whenever you hire someone new, you need to plan how they will evolve within your company. Even if it’s just an entry position, you’re still hiring talent with huge potential for growth. Develop a plan together. Ask where how this person sees their future and support them on that path. Suggest relevant training, add more to their responsibilities, and simply push them towards steady improvements.
3. Set Measurable Goals for the Employees
A brand’s strategy is based on a mission, which is seen as a major goal. However, that goal is being achieved through several mid-range goals. They are necessary for measuring results and evaluating progress.
HR planning is no different. All employees have a long-term vision. Someone you just hired in the marketing team has a goal to become a marketing manager. But before they get there, they will need to achieve several smaller goals.
When planning someone’s growth within the organization, set those mid-range goals for them. These steps may involve work on other projects and developing new skills. They will indicate the right direction, so the HR department will have a vision for each employee.
4. Plan How You’ll Expand the Staff
The number of people in your company won’t stay the same forever. You may start with less than ten people, but that number will have to grow as the business takes off.
When you start a marketing campaign, for example, you’ll probably rely on freelance writers or writing services like AssignmentMasters. But as the campaign grows, you may benefit from hiring full-time writers, who would be fully committed to the matter. That would prevent you from bouncing from one freelancing to another and explaining the same things over and over again.
The organization has a plan for growth. The HR department needs to plan the development of staff in accordance with that strategy.
5. Develop a Mentorship Program
Every HR manager knows how important mentorship is for employee onboarding. But you can’t just introduce new talent to their mentors and leave it there. You have to plan a formal mentorship program and measure the results.
Pair veteran employees with less experienced ones, even if they are not necessarily new hires. And remember: mentoring works both ways. Senior employees will learn from the skills and enthusiasm that young talent brings, and new employees will benefit from the experience of their mentors.
Ask for regular reports and have conversations with both the mentors and mentees. Offer support during this process.
6. Create Rules
You cannot expect the employees to follow some rules if you don’t create them. The HR department should issue a simple handbook with casual guidelines that the employees should respect. The handbook will contain information about the company’s culture and recommendations for proper etiquette.
7. Hire and Cultivate Talent that Fits in the Brand’s Vision
The office vibe can be disrupted by a single wrong hire. If you were doing your best to develop casual, friendly spirit within the team and you hire a misanthrope, they will disturb the connection and the entire workflow.
That’s why it’s important to hire people who fit within the organization’s culture. You can’t train someone to be positive and friendly. That’s something to consider during the hiring process.
How is this related to planning? Well you need to plan the direction you want to see your team developing in. If you’re hiring freelancers and you don’t necessarily need them to be well-connected, you won’t pay much attention to their communication skills. But if you want everyone to work closely together, you need to envision how that team would look like and hire people who fit well in that plan.
8. Plan from a Customer’s Point of View
When planning the kind of team you want to develop, think about the team the company’s customers would like to deal with.
Will the customers or clients personally interact with the employees? If the answer is yes, then communication skills are essential. You’ll also need to pay attention to proper appearance. No; we don’t mean good looks. We refer to the image the brand aims to reflect. Is it conservative, modern, casual, or highly fashionable?
The employees who get in direct touch with the customers also have to be very knowledgeable. They will present your products or services, and you want them to do that in the best way possible. That being said, you’ll need to plan proper training sessions, so the fresh talent will get the knowledge they need.
9. Analyze Data
Big data is not just a big trend; it’s something that can help you develop a shockingly good HR plan. The first thing you should distribute and analyze: internal surveys. They can help you understand the issues the current employees are dealing with, so you’ll plan proper solutions.
The statistics from your department are also important. What’s the retention rate? What makes employees stay or leave?
In addition, you must tap into industry data. A single Google research will give you access to all kinds of research and studies that showcase industry statistics and trends. This data helps you forecast the organization’s need for talent.
10. Have a Budget for Unexpected HR Issues
The organization has budget for various technical issues. The management plans finances that would save them from unexpected problems, such as software crash for example. The employees are its human capital, so you need a budget for that, too.
You’ll plan a budget for expansion and employee growth, but you’ll also plan for unexpected hires. What if someone gets really sick and you need to hire and train a new employee? What if someone decides to leave the job without prior notice?
If you don’t budget for these issues, you’re going to get in serious trouble.
11. Plan a Better Hiring Process
Finally, this is the most important element of HR planning: the hiring process itself. There are few steps that will help you improve it:
● Talk to the current staff. Ask them how they felt about the hiring process. What did they like about it and what would they like you to improve?
● If someone decides to leave the company, conduct an exit interview. Ask them if the job delivered what you promised during the hiring process. If not, you’ll have to be more careful when encouraging expectations among new candidates.
● Develop a very specific plan for the testing period. What responsibilities are you going to delegate to this candidate? What are the exact goals you want them to achieve? How will you measure their culture fit?
● Improve the way you distribute and promote job openings.
Planning. It’s all about planning! When the human resource department is focused on particular goals and has a step-by-step plan on how to achieve them, it becomes the driving force of the organization.
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