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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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