Comprehensive action plan for working with personnel. HR Department Annual Action Plan

Provide a sample regulation on personnel selection.Regulations on personnel selectionDescription of outstaffing servicesHelp find kpi for the HR director.Contract for excavation workModern methods of searching and selecting personnel.PTB-88 safety rules for topographic and geodetic workDepartment work planProduction calendar404

Provide a sample of the personnel selection regulations. Attention Details in the System materials:

Answer: How to motivate staff with key performance indicators (KPIs)

General concepts Key performance indicators (English)

HR Department Annual Action Plan

Attention

IN Lately In many organizations, the question has arisen about planning the current activities of departments in accordance with the overall strategy so that it is aimed at successfully solving current problems. At the same time, it is worth conducting an analysis of the activities for last year: think through all the shortcomings, problems and make proposals for improvement in all areas of personnel work.

A list of future events can be compiled for a certain period - month, quarter, year. Well, one of the departments is, of course, the HR department.

Conventionally, the process of developing operational measures by the HR department can be divided into three stages.

HR department action plan

It should also be remembered that the content and structure of personnel planning are significantly influenced by the labor market, economic situation, demand for manufactured products and services. The third stage is the final one, it involves approval and coordination of the personnel plan, as well as support of the organization’s strategic line and systematic monitoring of the implementation of activities throughout the year.

Info

The appendix 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 records management, work with the military registration table, development and training, preparation of documents for submission to the archive, etc. At the end of the reporting period (at in this case first quarter) in the “Mark of completion” column, an assessment of the effectiveness of each activity is indicated as a percentage (25, 50, 75, 100%).

Production calendar

Further, it was indicated how many interviews can be conducted with the applicant and for what time, when and how the selection specialist organizes a meeting between the applicant and the head of the customer department, and within what time he must give an answer to the selection specialist. For more information about choosing methods for assessing candidates, see What methods to use to select candidates.

Important

Hiring decision Record in the regulations who and in what sequence makes the decision to hire an employee. This list often includes the head of the personnel service, the immediate supervisor of the future employee, senior management and sometimes security specialists.

Sample work plan for the recruitment department for the year

It determines the employee’s ability to perform his functions efficiently and accurately both in normal and extreme conditions, to successfully master new things and quickly adapt to changing conditions. The following types are distinguished. Functional competence is characterized professional knowledge and the ability to implement them.
Intellectual competence is expressed in the ability to think analytically and implement an integrated approach to performing one’s duties. Situational competence means the ability to act in accordance with the situation.
Social competence presupposes the presence of communication and integration abilities, the ability to maintain relationships, influence, achieve one’s own, correctly perceive and interpret other people’s thoughts, show an attitude towards them, conduct conversations, etc.

HR department work plan for 2016.

Too good to be needed by anyone Why the departure of the most valuable employee is useful to a company Big brother in your office: how companies spy on employees Gold at a construction site: how to select and evaluate personnel in development companies Sauna, ping-pong, hammock: what it should be like modern office? What are the challenges facing the HR industry now Flexible office: modern and convenient What factors have the main influence on staff turnover in the company Transferred awaits applicants Rate on external part-time worker Vacation only for the weekend Between a child and the boss's chair How much does an extra day off on a business trip cost? Pre-holiday decline in productivity: is there a way out? Accumulated vacation is presented for payment As an edification to someone who illegally fires A part-time worker has lost his day off Believe me, I'm a specialist! He did some damage, and now he’s quitting.” Spy games in the IT world."
Production calendar Recruitment regulations are drawn up in any form<118,19682 и утверждают у руководителя организации или директора по персоналу, если последний наделен необходимыми полномочиями. Разработчики регламента Регламент подбора персонала разрабатывает назначенный специалист по подбору персонала или руководитель службы персонала совместно с несколькими руководителями подразделений, которым чаще всего и в большом количестве требуется персонал. Состав такой рабочей группы по разработке регламента рекомендуется закрепить приказом руководителя организации. Такой подход гарантирует, что утвержденные в регламенте правила будут учитывать интересы всех участников процесса подбора персонала и соответственно будут в дальнейшем исполняться с большей ответственностью, то есть документ будет рабочим, а не формальным.

Annual work plan for the recruitment department

Attrition turnover is characterized by the number of people who left the organization during a given period, grouped by reasons for dismissal. Depending on these reasons, it can be necessary or unnecessary.
Excess turnover due to disposal is also called staff turnover. The necessary disposal turnover has objective reasons: legal requirements (for example, on military service), natural factors (health status, age), and is therefore inevitable. It can be predicted, predicted and even calculated quite accurately (leaving for the army or retirement). The unfavorable consequences of such turnover are weakened by the fact that people often do not break ties with the organization and provide it with assistance and assistance whenever possible. Turnover is associated with subjective reasons (resignation of one’s own free will, dismissal for violations of labor discipline).
Investments related to work and living conditions (having your own farm, the specifics of the profession).3. The desirability of a new place of work that provides improved living and working conditions.4.

Ease of adaptation to new conditions, determined by associated costs, qualifications, experience, age.5. Possession of information about vacancies and the degree of its reliability.

In terms of its consequences, the process of personnel movement is far from clear. For leaving employees, the positive aspects are: expected income growth in a new place, improved career prospects, expanded connections, acquisition of a more suitable job, and improved moral and psychological climate.
Is the personnel budget exceeded? This indicator will demonstrate whether the HR director maintains budgetary discipline, whether he manages to correctly forecast personnel costs (including payroll) and then adhere to them, and whether he knows how to save money. As can be seen from the diagram below, this indicator is popular and is almost always used in companies where the work of the HR director and his subordinates is assessed using KPIs. It is calculated as follows: Sat = Zf / Salary x 100 (%), where: Sat is an indicator of budget compliance; Zf – actual personnel costs; Salary – planned personnel costs (according to the budget). Diagram. Department work plan Purpose of the Database. The database is the main tool for collaboration among recruiters.
Key Performance Indicators (KPI) is an assessment system that helps an organization determine the achievement of strategic and operational goals. Important Key performance indicators (KPIs) are used to evaluate the performance of the entire organization, its individual divisions, and specific employees.

Using the KPI system, they monitor and evaluate the effectiveness of the tasks assigned to them by employees. Thus, by developing a remuneration system based on performance indicators, the organization receives a strong tool for material incentives for employees, which allows you to clearly set goals for the employee’s activities and link the results of his work to wages.

Regulations on personnel selection Example In a large retail chain selling household chemicals, the HR Director is on the board of directors and participates in the development of business strategy.
Documents of the personnel service * local regulations, the procedure for development and adoption * staffing table * vacation schedule * vacation schedule for the next year - December issues, there is still time to finalize them! * internal labor regulations * collective agreement * regulations on remuneration * documents establishing the procedure for processing personal data * job descriptions, who develops their form and content * procedure for changing job descriptions * options for job descriptions * stages of developing regulations on structural units, coordination and signing work plans for the HR department, personnel movement and its analysis WORK PLAN for the HR department of SAIL LLC for the month of December 2010 No. List of activities Deadlines Attracted forces and means Control of execution 1. Preparation and approval of a new staffing table for 2011.

Increased personnel turnover, no matter what the reason, reduces the staffing of workplaces with performers, the effectiveness of training costs, distracts highly qualified specialists from their duties who are forced to help newcomers, worsens the moral and psychological climate, reduces labor productivity of those who are planning 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 demands, and the unpredictability of reactions to management influences. There is a direct connection between a person’s length of stay in an organization and the results of his work, since if he has a lot of experience, he knows the intricacies of the place of work better, and therefore shows higher performance.

Action plan for working with company personnel

It is important to keep in mind that workforce planning is only effective when it is integrated into the overall planning process of the organization. Personnel planning should answer the following questions: how many workers, what qualifications, when and where will they be needed? — how can we attract the necessary personnel and reduce unnecessary personnel without causing social harm? — how best to use personnel in accordance with their abilities? — how to ensure the development of personnel to perform new skilled work and maintain their knowledge in accordance with production requirements? — what costs will the planned personnel activities require? Personnel planning is implemented through the implementation of a whole set of interrelated activities, combined in the operational plan for working with personnel. 1.2.

HR planning

Attention

Planning of personnel work in production is carried out on the basis of principles common to the entire planning and forecasting system, the most important of which are the scientific nature of planning and forecasting and their continuity. Balance between resources and needs, a combination of sectoral and territorial approaches to planning, an integrated and systematic approach to the development of plans. For ministries and departments, it is advisable to draw up plans for working with personnel of all three types, taking into account the basic principles of planning, and in associations and organizations only five-year and annual plans.

Contents of the operational plan for working with personnel

Prepare and conduct a lesson with middle managers on the topic: “Organization of the 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 units 8. Analysis of work on the reception and adaptation of new employees 22.12 Heads of structural units 9. Prepare and conduct a seminar with the heads of all structural divisions on the results of work with personnel in 2010 and drawing up a business plan for 2011 in the key area of department activity - staffing with qualified personnel (search and selection of new employees, training of personnel reserve and career planning) Until 24.12 Heads of structural divisions divisions 10.

Analysis of the reasons for the dismissal of employees of the organization 27.12 Heads of structural units 11.

HR department action plan

Info

It avoids the transfer of qualified personnel to the external labor market and the creation of social difficulties for this personnel. Until recently, this area of personnel management activity has received virtually no development in domestic organizations. Planning work with dismissing employees is based on the employee’s dismissal from the organization: - at his own request; - at the initiative of the employer or administration; - due to retirement.

Important

The task of personnel management services when working with resigning employees is to mitigate in every possible way the employee’s change of occupation. This especially applies to the last two types of dismissals. Planning for the use of personnel is carried out by developing a plan for filling regular positions.

HR Department Annual Action Plan

Labor Code of the Russian Federation). The content and structure of personnel planning are significantly influenced by the labor market, economic situation, demand for manufactured products and services. Some events can be planned in any month of the calendar year, for example, checking the availability of documents in the personal file, advanced training, development of local regulatory acts of the organization . However, it is better not to postpone them until December due to possible time shortages during this period. Department heads should involve the employees under their subordination in the development of a detailed project.
It is well known that if the employee's role is not reduced to passive, he will delve deeper into the problem, will be ready to accept the well-founded conclusions and recommendations of the manager, and will also invest more diligence in achieving the intended goals.

HR planning (page 1 of 11)

At the second stage, an action plan is drawn up, which should contain a list of activities to achieve each intended goal, defining deadlines (preferably indicating the exact date - date 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 HR department, tasks that meet the requirements of labor legislation must be taken into account, namely:

mandatory conclusion of employment contracts (Art.
57 Labor Code of the Russian Federation);
drawing up a vacation schedule for the next year (Article 123 of the Labor Code of the Russian Federation);
development of local regulations (Articles 40, 86, 189 of the Labor Code of the Russian Federation);
maintaining a time sheet (Art.

Planning of personnel work at the enterprise

The degree of personnel mobility is determined by the following factors: 1. The need to change jobs, determined, for example, by dissatisfaction with wages, working conditions and conditions, and climate.2.
Low labor productivity 12 Auto mechanic 4 2 1 1 Working conditions, alcohol consumption TOTAL: 217 66 33 CONCLUSION: The main reasons for staff turnover: 1) Irrhythmic (emergency) method of work, leading to overload, the need to work on weekends, deadlines for completing work. 2) Large processing, difficult working conditions. 3) Goals and tasks are not clearly set and there is no constant monitoring of their implementation, as well as evaluation of the trainee’s work at the end of the working day or probationary period. 4) Low actual qualifications and, as a consequence, inability to perform the required functions. 5) A thorough analysis of work assignments, standards and wage rates is necessary. 6) Discrepancy between real earnings and expected earnings (in this mode of operation). 7) Drinking alcohol.

Comprehensive action plan for working with personnel

It is usually typical for young employees and after three years of work it decreases significantly. It is believed that normal staff turnover is up to 5% per year. It is advisable to additionally determine the following absolute indicators of the state of personnel: a) the number of replaced employees, which is a smaller value from the number of hired and dismissed; b) the number of those who worked the entire period as the difference between the payroll number by the beginning of the period and the number of people who quit during the period. This indicator characterizes the constancy of the team over a certain period of time.
The relative turnover of personnel can be characterized using a number of indicators: When analyzing personnel, the composition of workers is also studied by profession, age, forms and systems of remuneration, shifts, and length of service. The measure of a worker's qualifications is called professional competence.
However, it is better not to postpone them until December due to possible time shortages during this period. Department heads should involve the employees under their subordination in the development of a detailed project. It is well known that if the employee's role is not reduced to passive, he will delve deeper into the problem, will be ready to accept the well-founded conclusions and recommendations of the manager, and will also invest more diligence in achieving the intended goals.

It should also be remembered that the content and structure of personnel planning are significantly influenced by the labor market, economic situation, and demand for manufactured products and services. The third stage is the final one, it involves approval and coordination of the personnel plan, as well as support of the organization’s strategic line and systematic monitoring of the implementation of activities throughout the year.
Investments related to work and living conditions (having your own farm, the specifics of the profession).3. The desirability of a new place of work that provides improved living and working conditions.4. Ease of adaptation to new conditions, determined by associated costs, qualifications, experience, age.5. Possession of information about vacancies and the degree of its reliability. In terms of its consequences, the process of personnel movement is far from clear. For leaving employees, the positive aspects are: expected income growth in a new place, improved career prospects, expanded connections, acquisition of a more suitable job, and improved moral and psychological climate.

Technical progress and organizational innovations, improving working conditions, have placed new demands on the level of knowledge and psychophysiological 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-administrative methods of management, without having flexible means of management, it was impossible to effectively eliminate or reduce social tensions caused by the need to improve the quality of life and, above all, the quality of working life, which is expressed in decent working conditions and the possibility of participation of each employee in managing the affairs of the organization.

HR department action plan

HR Department Annual Action Plan

Recently, in many organizations, the question has arisen about planning the current activities of departments in accordance with the overall strategy so that it is aimed at successfully solving current problems. At the same time, it is worth conducting an analysis of the activities over the past year: think through all the shortcomings, problems and make proposals for improvement in all areas of personnel work. A list of future events can be compiled for a certain period - month, quarter, year.

Well, one of the departments is, of course, the HR department. Conventionally, the process of developing operational measures by the HR department can be divided into three stages.

Action plan for working with company personnel

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. The issues of organizing training, retraining and advanced training of personnel are discussed in more detail in paragraph 7.2 of this textbook. Planning a business career, service and professional advancement is that, starting from the moment an employee is accepted into the organization and ending with the expected dismissal from work, it is necessary to organize a systematic horizontal and vertical advancement 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 the 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 units 8. Analysis of work on the reception and adaptation of new employees 22.12 Heads of structural units 9. Prepare and conduct a seminar with the heads of all structural divisions on the results of work with personnel in 2010 and drawing up a business plan for 2011 in a key area of departmental activity - staffing with qualified personnel (search and selection of new employees, training of personnel reserve and career planning) Until 24.12 Heads of structural divisions divisions 10.
Analysis of the reasons for the dismissal of employees of the organization 27.12 Heads of structural units 11.

Drawing up an operational plan for working with personnel at the enterprise

Important

The appendix presents the organizational plan of activities of the HR department for the first quarter, which covers such areas of HR activities as the selection and adaptation of new employees, personnel records management, work with the military registration table, development and training, preparation of documents for filing in the archive, etc. d. At the end of the reporting period (in this case, the first quarter), an assessment of the effectiveness of each activity as a percentage (25, 50, 75, 100%) is entered in the “Completion Mark” column. Based on such an analysis, it will be possible to adjust and stabilize actions in the next reporting period.

HR planning is only fully effective if it is consistent with the overall work process in the organization. In this case, its positive impact is obvious.

Hiring procedures are being improved, because

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, economic situation, and demand for manufactured products and services. The third stage is the final one, it involves approval and coordination of the personnel plan, as well as support of the organization’s strategic line and systematic monitoring of the implementation of activities throughout the year. The appendix presents the organizational plan of activities of the HR department for the first quarter, which covers such areas of HR activities as the selection and adaptation of new employees, personnel records management, work with the military registration table, development and training, preparation of documents for filing in the archive, etc. d.
At the end of the reporting period (in this case, the first quarter), an assessment of the effectiveness of each activity as a percentage (25, 50, 75, 100%) is entered in the “Completion Mark” column.

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. During the interaction between the employee and the organization, their mutual adaptation occurs, the basis of which is the employee’s gradual entry into new professional and socio-economic working conditions. There are two types of adaptation: - primary, i.e. adaptation of young workers who do not have professional experience (usually in this case we are talking about graduates of educational institutions); - secondary, i.e. adaptation of employees who have experience in professional activities (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 current problems. At the same time, it is worth conducting an analysis of the activities over the past year: think through all the shortcomings, problems and make proposals for improvement in all areas of personnel work. A list of future events can be compiled for a certain period - month, quarter, year.
Conventionally, the process of developing operational measures by the HR 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, time lost as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information on the average salary and the social package provided.

Example of an action plan for working with personnel

Until 20.12 Accounting, heads of structural units 2. Filling out and submitting time sheets for the month of November 01-03.12 Heads of structural units 3. Preparation and approval of the OK work plan for 2011.

Attention

Conversation with department heads 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.Akatyev I.A.Reva D.V. 7.

HR department action plan

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 current problems. At the same time, it is worth conducting an analysis of the activities over the past year: think through all the shortcomings, problems and make proposals for improvement in all areas of personnel work. A list of future events can be compiled for a certain period - month, quarter, year.
Conventionally, the process of developing operational measures by the HR 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, time lost as a result of downtime, absenteeism and illness, the level of staff turnover, the number of work shifts, information on the average salary and the social package provided.

Production calendar

HR Department Annual Action Plan

High responsibility. Lack of a fixed work schedule, long overtime 6 Installers 25 10 3 2 Payment terms, remoteness of objects and, as a result, a decrease in the number of working hours 1 Absenteeism 1 Work schedule, difficult working conditions, fear of heights 7 Design artist 6 1 0 Irregularity of work, Non-compliance with the requirements (knowledge of a plotter, ability to stick self-adhesive film in large volumes) 1 Alcohol consumption 8 Printer 5 2 1 1 Alcohol (not going to work), low qualifications 9 Administrator 3 3 1 1 Alcohol syndrome (after days off) 2 Schedule, salary 10 Accounting 4 1 1 1 Inability to integrate into the commercial structure 11 Marker 3 3 1 1 Difficulty adapting to new working conditions.

HR department work plan for 2016.

Movement of personnel and its analysis In fact, personnel is not something frozen: it is in constant motion due to the hiring of some and the dismissal of other workers. The process of updating a team as a result of the departure of some of its members and the arrival of new ones is called turnover (turnover) of personnel. Retirement may be due to objective and subjective reasons, including: biological (deterioration of health), production (reduction of staff due to complex mechanization and automation), social (approach of retirement age), personal (family circumstances), government (conscription for military service).
The degree of personnel mobility is determined by the following factors: 1. The need to change jobs, determined, for example, by dissatisfaction with wages, working conditions and conditions, and climate.2.
For the remaining employees, new opportunities for promotion, additional work and earnings appear, but workloads increase, familiar functional partners are lost, and the socio-psychological climate changes. For an organization, personnel mobility makes it easier to get rid of outsiders, makes it possible to attract people with new views, rejuvenate the composition of employees, stimulate changes, increasing internal activity and flexibility, but generates additional costs associated with recruitment and temporary replacement of personnel, training, disruption of communications, large losses of working time, loss of discipline, increase in defects, underproduction.

Sample work plan for the month of the HR department

Attention

Analysis of the reasons for the dismissal of employees of the organization 27.12 Heads of structural units 11.
Labor Code of the Russian Federation). The content and structure of personnel planning are significantly influenced by the labor market, economic situation, demand for manufactured products and services. Some events can be planned in any month of the calendar year, for example, checking the availability of documents in the personal file, advanced training, development of local regulatory acts of the organization . However, it is better not to postpone them until December due to possible time shortages during this period. Department heads should involve the employees under their subordination in the development of a detailed project.
It is well known that if the employee's role is not reduced to passive, he will delve deeper into the problem, will be ready to accept the well-founded conclusions and recommendations of the manager, and will also invest more diligence in achieving the intended goals.

Info

Until 24.12 General Director (clarify 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 policies of compulsory insurance 02.12 OK 6.
Conversation with department heads 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.Akatyev I.A.Reva D.V. 7.

Important

The necessary retirement turnover has objective reasons: legal requirements (for example, on military service), natural factors (health status, age), and is therefore inevitable. It can be predicted, forecasted and even calculated quite accurately (joining the army or retiring). The unfavorable consequences of such turnover are weakened by the fact that people often do not break ties with the organization and provide it with assistance and assistance whenever possible.

Turnover is associated with subjective reasons (resignation of one’s own free will, dismissal for violations of labor discipline).
Documents of the personnel service * local regulations, the procedure for development and adoption * staffing table * vacation schedule * vacation schedule for the next year - December issues, there is still time to finalize them! * internal labor regulations * collective agreement * regulations on remuneration * documents establishing the procedure for processing personal data * job descriptions, who develops their form and content * procedure for changing job descriptions * options for job descriptions * stages of developing regulations on structural units, coordination and signing work plans for the HR department, personnel movement and its analysis WORK PLAN for the HR department of SAIL LLC for the month of December 2010 No. List of activities Deadlines Attracted forces and means Control of execution 1. Preparation and approval of a new staffing table for 2011.
Low labor productivity 12 Auto mechanic 4 2 1 1 Working conditions, alcohol consumption TOTAL: 217 66 33 CONCLUSION: The main reasons for staff turnover: 1) Irrhythmic (emergency) method of work, leading to overload, the need to work on weekends, deadlines for completing work. 2) Large processing, difficult working conditions. 3) Goals and tasks are not clearly set and there is no constant monitoring of their implementation, as well as evaluation of the trainee’s work at the end of the working day or probationary period. 4) Low actual qualifications and, as a consequence, inability to perform the required functions. 5) A thorough analysis of work assignments, standards and wage rates is necessary. 6) Discrepancy between real earnings and expected earnings (in this mode of operation). 7) Drinking alcohol.

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 their subordinates.

The following main goals of personnel planning can be identified.

Providing the organization with workers of the required qualifications and in the required quantity.
Maximum use of the potential of working employees.
Solving problems arising from possible excess or shortage of personnel.
Development of corporate culture, maintaining a comfortable psychological climate in the team.
Drawing up a budget for the personnel service (determining the costs required for the implementation of personnel activities, ways to save and optimize these costs, etc.).

Let's look at the key stages of developing an annual HR department action plan, including its coordination and approval. We will give the 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 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 organization's management formulates the main goals and objectives of the work in the next calendar year and clarifies what is required from each division, by what criteria the performance will be assessed and how the achievement of the goals will be determined.

Build-up method (bottom-up). The work starts from the bottom: structural units present their vision of goals to the organization's management and propose ways to achieve them.

Before planning your 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, and identify errors in previous planning;
clarify (if required) the goals and objectives that management sets for the company as a whole and the personnel service in particular for the next year, and distribute these tasks in order of importance.

Each company sets priorities in the areas of personnel policy and spending on personnel based on its specialization and business development strategy.

STAGE 1. DETERMINING GOALS AND ITEMS OF PERSONNEL COSTS

Based on the strategic goals of the company, at the end of the current year, the general director sets tasks for the heads of structural divisions to achieve these goals for the coming year. At the same time, modern companies, summing up the results of their work for the year and determining the direction of their development, update their strategic goals.

You must plan personnel events for the next year and put forward proposals for personnel policy in accordance with the tasks set by management. It is most convenient to do this in the main areas of personnel work. These could be, for example:

identifying the need for workers and attracting candidates for vacancies (on our own or through recruitment agencies);
selection and selection of candidates for vacant positions;
personnel adaptation and mentoring;
personnel training and development;
career development and formation of a personnel reserve;
personnel assessment and certification;
system of material and non-material motivation, social package;
corporate events, etc.

STAGE 2. COMPLETING WORKFORCE PLANNING FORMS

You will draw up a work plan for the department, distribute individual procedures and activities by month of the year, and predict the time and financial costs of implementing plan items, based on specific numbers and data. Before collecting all the information and presenting it in one document, you can use convenient and visual HR planning forms (Appendix 1). Thus, the work is planned not as a whole, which is quite difficult to do without missing anything, but for individual areas and activities.

STAGE 3. OBTAINING THE NECESSARY INFORMATION FROM DIVISIONS AND EMPLOYEES

At this stage, heads of structural divisions and other employees of the company, within a certain time frame, submit information to the personnel service, on the basis of which a personnel action plan is drawn up.

This information could be:

about the need to recruit new employees;
directions and forms of personnel training, as well as their retraining;
the need to test the knowledge and skills of individual workers;
holding corporate events on a specific topic, etc.

Provide department heads with workforce planning forms with the issues you need information on.

Invite 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 activities.

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 have to be clarified. For example, what tasks do managers expect to recruit staff for, what are their expectations from employees completing training courses, how, in their opinion, the assessment and certification activities that they insist on will affect the productivity of department employees, etc. Having identified the needs and expectations of managers, reflect individual provisions in your plan, while taking into account both the company’s personnel policy and external factors: demographic situation, changes in the labor market, provisions of current labor legislation, etc.

STAGE 4. FORMULATION OF THE DRAFT PLAN

The information received from line managers, which you consider necessary to include in the work plan, and the information that you planned independently for individual personnel activities in the department, must be combined into a single document - a draft annual work plan.

STAGE 5. DEFENSE OF THE DRAFT PLAN

Securing key HR objectives and the resulting budget for HR activities is one of the main steps in the planning process.

When preparing to defend your work plan, write an explanatory note for the document with a brief summary of the main stages of the plan

A work plan is a multi-page document that is quite difficult to analyze. When preparing for a work meeting in which you will defend your work plan, you can first (on 1-2 pages) briefly outline the most important activities and stages. What follows will be a detailed transcript of each stage with explanations, which the meeting participants will refer to if necessary.

It is often at this stage that it turns out that the vision of middle and senior managers, approaches to planning personnel activities, and setting priorities do not coincide. Thus, when forecasting the optimal number of personnel for the year, heads of structural divisions strive to increase labor productivity by attracting additional labor. This often does not take into account the potential of existing employees and the ability to effectively use existing resources. Company managers are usually inclined to increase the volume of work and reduce the number of workers (sometimes excessively, which leads to overtime, burnout of the remaining workers and a decrease in labor productivity in general).

Therefore, before work plans and expense budgets are submitted to the head of the company for approval, they must be reviewed at work meetings, agreed upon 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 points and activities that you consider important, and find out where your forecasts and plans do not coincide with management’s assessment of the situation.

At the meeting to defend the work plan, take all the documents that were used to draw it up

Be prepared to justify why you are planning these particular events - in such a volume, in these terms, focusing on a certain cost, etc. The data on which you relied when drawing up the draft plan will help you with this: statistical indicators of past periods, results of personnel work services, proposals and requests from department heads, information on prices for services of recruitment agencies and other information.

Please keep in mind that not all planned events will be approved and approved. To avoid this, try to anticipate questions from higher management. Most often they relate to events that have never been carried out in the company, new processes and ways to solve personnel problems. Those stages of the plan that will require greater expenses compared to previous periods will certainly attract attention. Justifications for this should be prepared in advance.

STEP 6. PLAN ADJUSTMENT (IF REQUIRED)

During the discussion of the draft plan, it is advisable to document 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 on 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 to the head of the company for approval.

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 to the manager for approval - in the final version or with the attachment of all previous versions, minutes of the meeting, and change registration sheets. This should only be a work plan or should be accompanied by an explanatory note in a certain form (Appendix 4), etc.

Finally, after the work plan of your department has been approved (possibly with adjustments by the head of the company), you need to organize its implementation and control over the execution of individual stages and activities.

Appendix 1. Example of filling out personnel planning forms in the personnel service

Appendix 2. Example of filling out personnel planning forms in a structural unit

Appendix 3. Example of a registration sheet for changes to the annual action plan (fragment)

Appendix 4. Example of an explanatory note for the annual action plan (fragment)