Samples of a Summary List of HRM
Programmes and a HRM Plan Programme

 

A few samples of the following are attached:

Sample Summary List of HRM Programmes
Auxiliary Medical Services

Programme

Key Objective

Volunteer

1

Volunteer Retention

 To promote volunteer retention and job satisfaction
2

Volunteer Recruitment

To ensure AMS makes recruitment decisions that best fit the needs of the AMS
3

Communication & Volunteer Relations

To increase the efficiency and effectiveness of communication channels
4

Volunteer Participation

 To promote volunteer participation in activities and ensure that volunteer resources are sufficient to carry out AMS's commitments to its clients
5

Volunteer Training

To ensure volunteers have the skills to perform the duties within their area of responsibility and that the training is interesting for volunters
6

Volunteer Career Development*

To expand career development opportunities, engage supervisors in developing the careers of their staff, and demonstrate AMS's commitment to volunteer career development

Departmental
7

Departmental Training and Development

To expand the expertise of departmental staff in both technical and people management competencies and to promote understanding and buy-in to internal customer service concepts
8

Departmental Workflow Simplification

 To ensure that the Department's limited human resources are utilised in the most efficient and effective manner
9

Departmental Promotion Planning

To evaluate promotion opportunities within the Department and develop a promotion plan

* Career development refers to promotion and professional development within the volunteer hierarchy.

 

Sample of a HRM Plan Programme
Auxiliary Medical Services

VOLUNTEER RECRUITMENT

AMS does not experience any recruitment problem. Volunteer recruitment, however, is a strategic programme of the Human Resource Management Plan for the following reasons:

  • Turnover among newer volunteers is much higher than older volunteers. More of those likely to leave should be screened out at the recruiting stage.
  • Since more citizens seek to be AMS volunteers than vacancies are available, AMS can be more selective in the new recruits it selects.
  • AMS is increasingly performing more regular duties. It needs to ensure that it is recruiting a volunteer force that can cope with this demand.

Aim of the Volunteer Recruitment Programme

The Volunteer Recruitment Programme aims to :

  • Ensure that AMS makes volunteer selection decisions that best fit the future needs of AMS and are based on job competency requirements.
  • Improve retention by recruiting persons most likely to remain with AMS.
  • Reduce the effort spent on recruiting.

Programme Recommendations

  • Develop a target number of new recruits for each volunteer segment-those committed to regular duties, medical professionals, etc.
  • Revise recruiting promotional material to give a clearer picture of the type of volunteer work expected to be carried out by volunteers.
  • Identify desired competencies of volunteer recruits.
  • Revise recruitment criteria: use competencies as a template for selection to ensure consistently high calibre candidates are selected.
  • Revise recruiting interview procedures to ensure that a clear picture of the volunteer work is described to volunteers.
  • Train interviewers regarding the new recruitment approach, e.g. setting candidates' expectations (to explain the challenges as well as the pluses), using competencies to assess the candidate, identifying candidates that are particularly in demand, i.e. those interested in performing regular duties.

 

Sample of a Summary List of HRM Programmes
Education Department

Programme
 Key Objective
1 Performance Management To increase the effectiveness of the appraisal process, and to strengthen the development aspect of performance management using the competency-based approach to training and career development
2 Career Development To expand career development opportunities, engage supervisors in developing the careers of their staff, and demonstrate Department's commitment to staff career development
3 Training and Development To establish management development curriculum based on the competency assessment of the target group, and to provide training and development required to bridge identified competency gaps
4 Promotion / Succession Planning To communicate clear promotion criteria; to create and implement a succession plan
5 Change Management To develop the mindset and necessary skills to manage and deal with change effectively
6 Adjustment to New Policies/ Procedures To communicate clearly and introduce new policies and procedures more smoothly
7 Staff Culture To develop effective working relationships among all staff and promote Department's core values
8 Recognition of Performance To establish systems to recognise staff's performance and reward their contributions
9 Staff Retention/ Manpower Planning To promote staff retention and job satisfaction; to include the training reserve in the manpower estimates
10 Recruitment To ensure the Department makes hiring decisions that best fit the needs of the Department
11 Management of Information To make optimal use of existing technology for management of information to assist decision making and enhance communication

 

Sample of a HRM Plan Programme
Education Department

CAREER DEVELOPMENT PROGRAMME

Career development is included as one of the critical programmes in the HRM Plan for several reasons :

  • The current departure of some experienced Teaching Grade staff has heightened the necessity and urgency for succession planning to ensure potential candidates are specifically groomed for career progression to assume important positions.
  • There has been less emphasis on career development in the past.
  • Staff strongly indicated that desire for more transparent career development activities and career options so that they could receive equal opportunities in career progression.
  • The Department and professional staff are both seeking to expand career pathing/options.

Aim of the Career Development Programme

The career Development Programme aim to:

  • Engage supervisors in the career development of their staff.
  • Expand the career development opportunities especially for the Teaching and Inspectorate grades early in their careers.
  • Enhance the performance appraisal process to include staff career development.
  • Demonstrate the Department's commitment to staff career development.

Programme Recommendations

  • Expand the role of supervisors to include identification of talented staff for suitable postings in other job streams early in their career (e.g. between 30-35) to increase their exposure to different roles.
  • Expand the career pathing/options and make them known to staff.
  • Add "Staff Development Needs" and "Staff Career Aspiration" discussions to the appraisal process and include in the staff report.
  • Formally through the performance appraisal process, supervisors recommend next postings for staff.
  • Train supervisors on coaching skills.
  • Implement staff development activities: inclusion in work groups, assignment of special duties; secondment across functions or to external organisations.
  • Establish a Career Development Function/ Manager to improve career development counselling.

 

Questions on the contents of this Guide may be addressed to the HRM Team, Division 5, Civil Service Branch.

 

Introduction

What is a HRM Plan?

Critical Success Factors for Developing the HRM Plan

A Shift in Mindset

The HRM Plan in Context

Model for Developing the HRM Plan

Developing a HRM Plan - A Step-by-Step Approach

Samples of a Summary List of HRM Programmes and a HRM Plan Programme