Operational HR Planning
All organizations engage in HR planning at an operational level - even those that do not have a strategic plan. At the operational level, good HR planning is in part based on thinking ahead about the organization.
At an operational level, organizations put HR management practices in place to support management and staff in achieving their day-to-day goals. Whether it's determining how many staff are needed to deliver services over the next year or how performance will be monitored, HR management practices and activities need to be planned to answer the question: "Where is our organization going and how will it get there?"
The HR Toolkit has detailed information that you can use to develop an operational plan for your human resources practices and activities. Topics include:
- Employment Legislation and Standards
- Guideline to Developing HR Policy
- Getting the Right People
- Learning, Training and Development
- Compensation and Benefits
- Keeping the Right People
If your organization already has good HR management practices in place they should be reviewed on an ongoing basis, every two to three years, to ensure that they still meet organizational needs and comply with legislation.
At an operational level, organizations also need to be aware of the interdependencies between operational decisions and HR management practices. Decisions made on one aspect of human resources often have an impact on another aspect of HR management.
Operational objective: Expand the services offered over the next two years
Human resources requirement: Five new staff members
Operational decision: Hire recent graduates or others with little direct work experience to reduce hiring costs
Implications for HR management practices: The operational decision to hire new graduates will impact on practices such as:
Operational objective: Reduce staffing costs
Human resources requirement: Reduce staff by two fulltime equivalents
Operational decision: The reduction in staff will be made by not renewing the contract for two term employees
Implications for HR management practices: The operational decision to not renew two contract positions will impact on issues and practice such as:
In the absence of a strategic plan your organization can still take a proactive approach to HR management. By developing good HR management practices and thinking ahead, you can create a good work environment where staff can be productive and focus on providing the best possible service.
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