Hi All,
I am supposed to make an HR annual plan (not HR manual) for a reputed manufacturing company in India. It should outline the various activities the HR department should undertake throughout the year. The plan should include details such as timelines and how each activity will be executed.
If anyone has a template or knows of a site or link that could be helpful, please reply to this post or email me at ashu_789@rediffmail.com.
I am eagerly awaiting a response.
Thanks in advance.
Ashu
From India
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I am supposed to make an HR annual plan (not HR manual) for a reputed manufacturing company in India. It should outline the various activities the HR department should undertake throughout the year. The plan should include details such as timelines and how each activity will be executed.
If anyone has a template or knows of a site or link that could be helpful, please reply to this post or email me at ashu_789@rediffmail.com.
I am eagerly awaiting a response.
Thanks in advance.
Ashu
From India
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Dear HR Friend,
First, please shortlist the monthly activities date-wise and prepare a calendar. I am attaching a sample activity calendar for your reference. Please add all the activities you are doing. If you have any doubts, please contact me.
Regards, Alphonse
9443625359
From India, Madras
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166First, please shortlist the monthly activities date-wise and prepare a calendar. I am attaching a sample activity calendar for your reference. Please add all the activities you are doing. If you have any doubts, please contact me.
Regards, Alphonse
9443625359
From India, Madras
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Hi Alphonse,
Thank you for sharing a good HR planner. I suggest categorizing events into different areas such as Strategic, Statutory, and Operational. You can further break it down into Annual, Monthly, and Weekly events. For instance:
HR Strategic event:
- Leadership Development
- Training program by Internal/External Partner
- Duration: 2 days classroom training in May
- Evaluation: December
HR Strategic event:
- Implementation of 5S
- Training program for the core implementation group by Internal/External Partner in the last week of June
- Implementation of 1st, 2nd, and 3rd Phase in the 1st week of July
- Implementation of 4th and 5th Phase in the 2nd week of July
- Audit in the 1st week of August
HR Statutory event:
- Audit of policies as per Shops and Establishment Acts in the 1st week of October
HR Operational event:
- Performance Appraisal
- Submission of comments online in the 1st week of December
- Collation of data starting in the 2nd week of December
I believe you can enhance your HR Planner to be more structured. Consider practicality and account for potential roadblocks in your process. There may be delays in having all leaders attend the Leadership Development program; hence, flexibility in your planner is crucial.
Additionally, a planner is often linked to budget planning, which is another factor to consider.
Regards,
(Cite Contribution)
From India, Mumbai
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Thank you for sharing a good HR planner. I suggest categorizing events into different areas such as Strategic, Statutory, and Operational. You can further break it down into Annual, Monthly, and Weekly events. For instance:
HR Strategic event:
- Leadership Development
- Training program by Internal/External Partner
- Duration: 2 days classroom training in May
- Evaluation: December
HR Strategic event:
- Implementation of 5S
- Training program for the core implementation group by Internal/External Partner in the last week of June
- Implementation of 1st, 2nd, and 3rd Phase in the 1st week of July
- Implementation of 4th and 5th Phase in the 2nd week of July
- Audit in the 1st week of August
HR Statutory event:
- Audit of policies as per Shops and Establishment Acts in the 1st week of October
HR Operational event:
- Performance Appraisal
- Submission of comments online in the 1st week of December
- Collation of data starting in the 2nd week of December
I believe you can enhance your HR Planner to be more structured. Consider practicality and account for potential roadblocks in your process. There may be delays in having all leaders attend the Leadership Development program; hence, flexibility in your planner is crucial.
Additionally, a planner is often linked to budget planning, which is another factor to consider.
Regards,
(Cite Contribution)
From India, Mumbai
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