PROPOSAL FOR AN HR PLAN :06/04/2009 Mohammad Talha - HRD Specialist 1 PROPOSAL FOR AN HR PLAN BY MOHAMMAD TALHA KARACHI 7 APRIL 2004


DELIVERABLES :06/04/2009 Mohammad Talha - HRD Specialist 2 DELIVERABLES HR Plan Recruitment & Selection Process Performance Management System Career Plan/Succession Plan Job Descriptions of Benchmark Positions Training & Development Guidelines HR Policies & Procedures


Objectives & Scope of Work :06/04/2009 Mohammad Talha - HRD Specialist 3 Objectives & Scope of Work Setup a sound Human Resource System to attract, retain, motivate and develop human resource to achieve organizational goals and objectives ? Strategic HR Plan ? Recruitment & Selection System ? Job Analysis & Job Design ? Performance Management ? Career Planning ? Training & Development ? Grievance Handling & Disciplinary Procedures ? Human Resource Information System ? HR Policies & Procedures


Strategic HR Plan :06/04/2009 Mohammad Talha - HRD Specialist 4 Strategic HR Plan Linking of HRM with Strategic goals to improve business performance Planned human resource deployments and activities intended to enable organization to achieve its goals Accepting HR function as a strategic partner in the formulation of company’s strategies


Recruitment & Selection System :06/04/2009 Mohammad Talha - HRD Specialist 5 Recruitment & Selection System What are advantages / disadvantages of internal and external recruiting? Steps in the selection process? How can staffing decisions minimize hiring / promotion of the wrong people? What are some legal constraints of the hiring process?


Job Analysis & Job Design :06/04/2009 Mohammad Talha - HRD Specialist 6 Job Analysis & Job Design Job Analysis Job Description Work activities Job Title Schedule Summary Location Environment Materials used Activities Job performance Skills and training Supervision, promotions Products, services Job Design Work simplification Job enlargement Job rotation Job enrichment Team-based job design


Performance Management :06/04/2009 Mohammad Talha - HRD Specialist 7 Performance Management Planning Performance Managing Performance Evaluating Performance Rewarding Performance


Slide 8:06/04/2009 Mohammad Talha - HRD Specialist 8 Performance Appraisal System Departmental Goals Aligning with Budgetary Process Recording STAR Appraising Actual VS Expected Rewarding Competencies & goals Helping Individuals Succeed Business planning Unit/ Individual Goals Coaching & Counseling


Performance Management - The Focal Point of all HR Activities :06/04/2009 Mohammad Talha - HRD Specialist 9 Performance Management - The Focal Point of all HR Activities


Career Planning :06/04/2009 Mohammad Talha - HRD Specialist 10 Career Planning Organizational Goals & Objectives Organization Structure Position Analysis Skills gaps Future Plans for Growth Performance Evaluation Identification of Hi-potential Candidates


Training and Development :06/04/2009 Mohammad Talha - HRD Specialist 11 Training and Development Gap in performance Development needs of the individuals Future needs of the organization Technical/Functional skills required Competencies required Training adapted to specific needs of the organization Impact of training on the job Impact of training on bottom line


Grievance Handling & Disciplinary Procedures :06/04/2009 Mohammad Talha - HRD Specialist 12 Grievance Handling & Disciplinary Procedures Grievance Handling Procedures DO’s and Don’t’s of Grievance Handling Disciplinary Process Guidelines for Administering Discipline Progressive Acts & Punishments


Human Resource Information System (HRIS) :06/04/2009 Mohammad Talha - HRD Specialist 13 Human Resource Information System (HRIS) Database Management Payroll & Compensation Administration Record Keeping (Forms) Attendance & Leave Management Performance Evaluation Disciplinary Procedure


HR Policies and Manuals :06/04/2009 Mohammad Talha - HRD Specialist 14 HR Policies and Manuals Review existing information Amend according to best practices Formulate new policies Orient employees


METHODOLOGY TO BE ADOPTED :06/04/2009 Mohammad Talha - HRD Specialist 15 METHODOLOGY TO BE ADOPTED Initial workshop at Office and Factory for ice breaking and confidence building Explaining the objectives of the assignment to key stakeholders Data Collection from Factory and Office Personal Interviews with Key Executives Closing workshop to explain quality of information gathered and what to expect Gather feedback from key stakeholders Incorporate feedback in the HR Plan Assimilate data and report writing First draft of Report submission in Pakistan Feedback on the Report Finalize report and submit to Sponsors