Strategic Plan for HR Department
Catbert Evil HR Director
26 Posts
[font size="1" color="#FF0000"]LAST EDITED ON 05-19-06 AT 10:20AM (CST)[/font][br][br]In the furtherance of my strategy to never re-invent the wheel, I would be happy to share what I came up with if anyone needs a strategic plan for HR.
Liz
[email]eaa43230@yahoo.com[/email]
I was asked today to put together a strategic plan for HR. To keep things in perspective, I am HR. A one person department. Here's what I was told to include:
My goals and objectives for HR.
What things I need help on.
What direction I see HR going.
What input from ownership is needed.
What admin support I will need.
ID classes or training I need.
What employee needs should be/need to be met.
I realize this needs to be specific to our organization, but has anyone put one together that can provide a skeleton outline or draft for me to start with? I learned some of this in my PHR review class, but never had to actually do one.
Please e mail doc's you may have or ideas to [email]eaa43230@yahoo.com[/email].
Thanks!
Liz
[email]eaa43230@yahoo.com[/email]
I was asked today to put together a strategic plan for HR. To keep things in perspective, I am HR. A one person department. Here's what I was told to include:
My goals and objectives for HR.
What things I need help on.
What direction I see HR going.
What input from ownership is needed.
What admin support I will need.
ID classes or training I need.
What employee needs should be/need to be met.
I realize this needs to be specific to our organization, but has anyone put one together that can provide a skeleton outline or draft for me to start with? I learned some of this in my PHR review class, but never had to actually do one.
Please e mail doc's you may have or ideas to [email]eaa43230@yahoo.com[/email].
Thanks!
Comments
I have sent you a copy of the strategic plan we created in 2000.
If its any comfort to you, I am also in the middle of creating new goals for Stategery 2006.
The SHRM learning system has an entire module that discusses strategic management. Might be worth re-reviewing if you have those materials.
My only advice is to fight for the goals that really matter to you. Don't let other set goals for HR that you know are not significant. They will try.
[url]http://www.hr.state.tx.us/workforce/workforceplanning.html[/url]
If you click on GUIDE, and go to page 4 of the guide you'll see a pretty good graphic representation of a cyclical workforce planning model. After that, there's as much detail as you want to use. The emphasis is on "gap analysis": Figuring out what you have and what you need and then determining goals and strategies to fill the gap.