The model for developing the HRM Plan is carried out through 5 steps. While these steps can apply to any department, the duration and complexity of each step varies from one department to another depending on the department's unique situation. The development of the HRM Plan can be facilitated either by an internal team or outside consultants. In either case, participation of top management and staff representatives is required to ensure the HRM Plan meets the needs of the department, is supported by both the management and staff, and can be implemented within the constraints of the department.
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Conduct a departmental strategic analysis: The results of this step are an understanding of the department's vision, mission, values; a strategic review of the department; and understanding of the challenges facing the department.
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Identify strategic HR issues arising from the strategic analysis: Building on the results of step one, the outcome of this step is an analysis of the strategic HR issues facing the department.
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Identify ongoing HR issues: In addition to the strategic HR issues identified in step two, the ongoing HR issues impacting the department's effectiveness must also be identified.
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Prioritize the strategic and ongoing HR issues and determine actions: Once all the HR issues have been identified through steps two and three, they should be prioritized and key actions required in respect of each issue identified with input from the department's top management.
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| 5. |
Draw up the HRM Plan: Once the department's top management has given their input into the HR priority issues and key actions to be taken in step four, the HRM Plan and its associated programmes are ready to be formulated.
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Developing a HRM Plan - A Step-by-Step Approach |
Samples of a Summary List of HRM Programmes and a HRM Plan Programme |
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