Step 5 - Draw up the HRM Plan

Once the HR issues have been prioritised and the top management team have given their input into the direction of the HRM Plan, the Plan is ready to be drawn up. The Plan is unique and specific to the department. It represents the top management team's collective view on how the identified HR issues are to be addressed.

What to Do

Develop the HRM Plan consisting of several key programmes. Each programme should represent one of the key HR areas that needs addressing, e.g. training, staff relations, etc. Each department's set of programmes will be unique based on their own set of issues. Each programme within the plan should contain the following information :
- Strategic importance of the programme: Describe the background of the programme, why it is included as one of the programmes within the HRM Plan.
- Programme objectives: List out the aims of the programme. Be as specific as possible in terms of what the programme will achieve for the department.
- Programme recommendations: Develop the specific set of actions within the programme that will be carried out. The actions of the programmes, taken together, should be designed to achieve the programme objectives.

How

After obtaining management's input on how to address the HR issues, make additional recommendations, if any, to address the identified and prioritised HR issues.
Group the recommendations into approximately 5-10 programme headings, e.g. training, staff relations, etc.
Draw up various HRM programmes which taken together will form the HRM plan. Each programme should be approximately 2-3 pages. Each programme should contain an explanation of its strategic importance, objectives, and recommendations.
Prepare a summary list of HRM programmes covering the programme headings and their key objectives for easy reference.
Circulate the HRM Plan to concerned parties for comments.
Incorporate comments and finalise the HRM Plan.
Upon finalisation of the Plan, departments may like to consider identifying a "driver programme" in implementing proposals in the Plan. A "driver programme" is one of the HRM programmes that if implemented will have a major impact on helping the department achieve its strategic objectives. The programme may also serve as the platform for implementing and reinforcing the other related HRM programmes, e.g. performance management can "drive" the development of competencies, identification of training and development gaps, career development and succession plans.

Case Study

Auxiliary Medical Services
Volunteer Retention as the Driver Programme

Volunteer retention is a strategic issue for the Auxiliary Medical Services (AMS). The organisation's success is dependent on having a capable, sizeable volunteer force ready to respond in times of emergency and able to fulfil the regular duties taken on by AMS.

While the annual wastage rate for the volunteer force as a whole is not high, AMS is looking towards the future. It wants to maintain a stimulating environment that will foster retention of the right volunteers for its future requirements.

AMS decided to implement a volunteer retention programme as the driver programme in its HRM Plan. As the driver programme, Volunteer Retention will help drive other HRM programmes. An effective volunteer retention programme will :

help focus recruitment efforts;
improve volunteer participation; and
improve volunteer and departmental staff relations.

The aim of the programme is to :

better understand the make-up of AMS's volunteer force;
identify the right of volunteers to meet AMS's aims;
develop strategies that promote retention of volunteers who actively contribute to AMS; and
reduce the effort spent on recruiting.

The programme recommendations included:

Conduct a survey of volunteers. The purpose of the survey is to determine the :

different major groups of volunteers, e.g. young, old, professional, etc.;
motivating factors for different groups of volunteers, e.g. camaraderie, allowances, community service, status; and
the extent that their expectation or needs are met.

Develop strategies to maintain or achieve the desired mix of volunteer groups, e.g. add more interest groups to increase the retention of young people.
Conduct regular exit interviews when volunteers leave to determine follow-up actions, and develop statistics on departing volunteers regarding reasons for leaving.

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

Step 1 - Conduct a Departmental Strategic Analysis

Step 2 - Identify Strategic HR Issues

Step 3 - Identify Ongoing HR Issues

Step 4 - Prioritise the HR Issues and Determine Actions

Step 5 - Draw up the HRM Plan