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Performance Plan For A Human Resources Manager Add in library

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Question:

Develop a Performance Plan for a Human Resources Manager.

 

Answer:

Performance Plan for a Human Resource Manager

Organisation Strategy: To become a more performance focused organisation so as to support success in an increasing competitive environment.

HR Department Goal: It is important to ensure that HR Department goals are aligned with corporate objectives and goals (Crawley, Swailes, & Walsh, 2013). Develop and implement an effective talent management system in order to ensure that right talent is hired and employee learning needs are effectively met, this will ultimately result in high organisational performance.

Human Resource Manager Performance Plan

 

Performance Objectives

Objectives

Measure

Recruitment of qualified employees that have required expertise and can support in achieving desired organisational performance objectives

Well-defined recruitment and selection plan is prepared and submitted to senior management for approval by 20th Feb.

Average time consumed to fill a vacant position.

Incentives and benefits plan are good enough to attract talented employees.

Performance evaluation of employees hired in last 6 months

Identifying employee training and development needs. Well trained employees tend to deliver high performance.

Employee feedback surveys are conducted by 10th March.

Benefits of self managed learning and lifelong learning are enforced.

One to One meetings are conducted with employees to identify individual learning needs by 30th March.

Survey results are reviewed by 15th March

Findings documented and submitted to senior management by 20th March.

Training and Development activities are planned to ensure individual and organisational goals are met

Employee training plan is prepared by 30th March that ensures each employee receive 40-45 hours of training per year.

Feedbacks collected form employees after every training session is reviewed and improvements planned accordingly.

Employee attendance is recorded and assessments are conducted on regular intervals

Difference in employee performance before and after the trainings

Employee retention schemes and control over attrition rate.

An employee retention scheme that specifies benefits that can be offered to employees is prepared by 10th April.

Proposal is submitted to senior management for acceptance by 10th April.

An employee survey is conducted to know employee perception about the organisation’s existing policies and practices by 30th March

Change in attrition rate within last 6 months.

 

Competencies

Competency Area

Competency Description

 Qualified Recruitment

Possess strong ability to narrow down potential applicants and select the right talent that best suits existing and future job opportunities (Armstrong & Taylor, 2014) .

 Negotiation Skills

Possess strong communication and relationship skills that help them negotiate with the employees they hire thus getting right talent for right job at right cost to company (Armstrong & Taylor, 2014).

 Interpersonal Skills

It is essential that HR manager possess strong interpersonal skills as they have to interact with employees and clients on a regular basis (Armstrong & Taylor, 2014). In order to handle day to day situations effectively they need to be diplomatic, professional, accommodation and understanding. They must possess leadership qualities to influence behaviour of others and must be people-oriented.

 

 

References

Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. London: Kogan Page Publishers.

Crawley, E., Swailes, S., & Walsh, D. (2013). Introduction to International Human Resource Managemen. Oxford: Oxford University Press.

OR

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