In addition to the strategic HR issues identified in the previous step, the department's key ongoing HR issues (general HR issues not linked to specific strategic objectives or issues) must be identified. The HRM Plan must address the key ongoing HR issues, otherwise these issues may eventually escalate, impacting the morale and effectiveness of the department.
What to Do
How
Conduct interviews. Interviews are a good way for the team developing the HRM Plan to begin to identify the ongoing HR issues facing the department. Topics to be covered in interviews include current HR issues in the areas of : manpower planning, recruiting, performance management, training & development, and staff relations.
Conduct employee focus groups. Focus groups are a good technique for identifying, probing, and prioritising HR issues with different groups of staff. To help ensure all participants will feel comfortable contributing during the focus group, the focus groups should be led by trained facilitators and the composition of the focus groups should be carefully planned ahead of time.
Conduct staff opinion surveys. Staff opinion surveys demonstrate the department's commitment to soliciting everyone's input on the HRM Plan, provide an objective way to evaluate staff attitude towards the department, and the results can serve as a measurable benchmark for improvement. When considering undertaking a staff opinion survey, keep in mind that it is typically more time-consuming and resource intensive than other feedback mechanisms such as interviews and focus groups.
Case Study
| Auxiliary
Medical Services Focus Groups Result in New Insights to Departmental HR issues |
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When the Auxiliary Medical Service (AMS) undertook to develop a departmental HRM Plan it involved its volunteers and employees in the process. Focus groups were conducted to elaborate on the strategic analysis performed through interviews and review of key documents. The focus groups were also used to identify ongoing HR issues perceived by the staff and volunteers. Four focus groups were conducted :
These four groups were identified because it was felt they shared common issues and would feel most comfortable expressing themselves within their particular grouping. The results of the focus groups were powerful. Each group had new insights to add to the understanding of the ongoing HR issues facing the AMS. Some of the issues identified were the following :
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Ongoing enhancement of volunteer training |
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Promotion prospects for volunteers |
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Training and development of departmental staff |
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Sense of belonging within the department |
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Samples of a Summary List of HRM Programmes and a HRM Plan Programme |
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