adnan malik

8/8/2019 adnan Malik

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12/2/2010

PROPOSAL FOR AN HR PLAN

BYAdnan Malik


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What Company Expects from HR ?


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Y ou will be expected to do things

using TWO hands and TWO legs!!


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DELIVERABLES

HR Plan1. Recru itm ent & Selection P rocess

2. Perf orman ce Manag ement Sy stem3. Career Plan/S uccess ion Plan4. Job Descr iption s of Benchma rk Position s

5. Training & Deve lopm ent Guidelines6. HR Policies & Procedures

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Objectives & Scope of Work

Setup a sound Human Resource System to att ract, retain, moti vat e and d eve lop human resource to a chieve organizational goal s andobjectives

Strat egic HRPlanRecru itment & Selection Sy stemJob Analy sis & Job DesignPerf orman ce Manag ementCareer PlanningTraining & Deve lopm entGrievance Handling & Disciplinary ProceduresHuman Resource Inf ormation Sy stemHRPolicies & Procedures

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Recruitment & Selection

SystemW hat a re ad vantag es / disad vantag es of internaland external recru iting?

Steps in the se lection p rocess ?

How can sta ff ing decisions minimiz e hiring /promotion o f the wrong p eople?

W hat a re som e legal constraint s of the hiringprocess ?

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J ob Anal ysis & J ob Design

Job Analy sis Job Descr iptionW ork activities Job Titl eSche dule Summa ryLocation En vironm ent

Materials use d ActivitiesJob p erf orman ceSkills and t rainingSupervision, p romotion s Products, serv ices

Job Des ignW ork simplif icationJob enlargementJob rotationJob enrichmentTeam-ba sed job d esign

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Performance Management

Planning P erf orman ce

Managing P erf orman ce

Evaluating P erf orman ce

Rewarding Perf orman ce

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Performance Appraisal System

DepartmentalGoals

AligningwithBudgetaryProcess

RecordingSTAR

Appraising

Actual VSExpected

RewardingCompetencies& goals Helping

IndividualsSucceed

Businessplanning

U nit/U nit/IndividualIndividualGoalsGoals

Coaching &Coaching &CounselingCounseling


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Performance Management - The Focal Pointof all H R Activities

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SuccessionPlanning

Training andDevelopment

BenefitsAdministration

Recruitment &

ManpowerPlanning

Promotion,Transfer

Reward & Compensation

PERFORMANCEAPPRAISAL


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Career Planning

O rganizational Goal s &O bjectivesO rganization St ructure

Position Analy sisSkills gap sFuture Plan s f or Growt h

Perf orman ce EvaluationIdentif ication o f Hi-pot ential Candidat es

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Training and Development

Gap in perf orman ceDeve lopm ent n ee ds of the individuals

Future nee ds of the organizationTech nical/Functional skills requ iredComp etencies requ iredTraining adapt ed to specif ic nee ds of the

organizationImpa ct of training on t he jobImpa ct of training on bottom lin e

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Grievance Handling &

Disciplinar y ProceduresGrievance Handling P rocedures

DO

s and Don t s of Grievan ce HandlingDisciplinary Process

Guidelines f or Administer ing Discipline

Prog ress ive Acts & Punishment s

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Human Resource I nformation

System (H RIS)Databa se Manag ement

Pay roll & Compensation Admini stration

Record Kee ping (Forms)

Attendan ce & L eave Manag ement

Perf orman ce EvaluationDisciplinary Procedure

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HR Policies and Manuals

Review existing in f ormation

Amend a ccording to b es t p racticesFormulate new policies

O rient employ ees

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METHODOLOGY TO BE ADOPTED

Initial workshop at O ff ice and Facto ry f or ice breaking and conf idence building

Explaining t he objectives of the assignm ent to k ey stak eholders

Data Coll ection from Facto ry and O ff ice

Personal Int erviews with Key Executives

Closing workshop to explain quality o f inf ormation gat here d and w hat to expect

Gat her fee dba ck from key stak eh olders

Incorporat e fee dba ck in the HR Plan

Assimilat e data and report writingFirst draf t o f Report submission in Paki stan

Fee dba ck on t he Report

Finalize report and submit to Spon sors

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