As we near the end of 2017, Canadian businesses are thinking full speed ahead about the coming year. Having a solid HR plan can support your organization’s objectives, overcome any human resources hurdles you may encounter, and help you stay ahead of your competitors. This is true across the board; regardless of your industry or the size of your organization, having an HR plan is a driver of success. After all, companies rely on their people, so it is essential that every company has the right people in the right positions at the right time doing the right things. Since employee compensation is often the single biggest business expenditure, a solid plan is needed to ensure that the price of attracting and retaining talent remains within your budget. This is not a situation that remains static; people come and go, needs and skills change, and organizations must be prepared to deal with these changes or risk falling behind the pack.
A good HR plan should take into consideration a variety of factors. We’ll look at three of the key considerations here. First, the organization needs to have a strategy for the addition and loss of employees, and also for the movement of employees within the organization. This is often the primary concern with HR planning. But while hiring, retention, and promotion are essential aspects, they are just small parts of the equation. In order to know exactly how many employees the organization has, what positions they are in, and the skills and certifications they possess, you may require a system that can effectively track and store this data. As a result, the use of HR tech solutions is becoming increasingly common, even for small and medium-sized organizations. Finally, another important facet of any HR plan is your strategy for keeping employees happy and productive. Company culture is essential to maintaining highly engaged and motivated employees, and should not be dismissed, even though its effects may be difficult to directly track on a budget sheet.
Coming up with an HR plan for the next year can help your organization navigate around obstacles and remain competitive. To help you create a thorough plan, consider using a Small Business Human Resources (HR) Strategy Template and a Human Resources (HR) Department Budget Items Checklist. These documents will guide you through the process of assessing your organization’s needs, defining objectives, considering options, implementing changes, and tracking the success of your plan. Then, track your monthly and yearly human resources expenditures using an HR Budget Template.
Don’t delay! Get out there and start planning.
Need help getting started? HRdownloads™ offers unlimited resources for creating an HR plan and complete support for putting your plans into action. We have on-demand HR advice, HR documentation, and more that can help steer your HR into the strategic direction you wish to go.
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