Hello All, Can someone please guide me in preparing an HR Roadmap for my company? Any format for the same or guidelines on how to prepare. Thank you in Advance
From India, Mumbai
1From India, Mumbai
Dear Chandrika,
The HR roadmap has to be customised. It cannot be a "copy and paste" work. The roadmap will depend on the following factors:
a) The nature of the industry
b) The number of the employees
c) Average education level of the employees
d) The present HR practices followed in the company. Are the practices relevant to the 21st century or the company is still grappling with the practices of the erstwhile "Personnel Management"?
e) The people issues specific to the company
f) Whether the company has done any strategic audit and if yes, then what are issues related to HR?
g) The level of empowerment of the staff in general and of HR professionals in particular
h) How the HR department is viewed by the top management? Mentally have they accepted transformation from the erstwhile "Personnel Department" to the "HR Department" or is it old wine in a new bottle?
i) What is the psychology of HR professionals? Are they assertive enough or play a second fiddle to the other departments?
j) Does the top leadership treat all the departments equally or do they have a strong orientation towards a particular department?
k) Over and above the MD, is there anyone who calls the shots in the company? Is the idea of an HR roadmap acceptable to them?
l) Does the company have a labour union? If yes, then how strong is it? Overall what are the IR issues that came up in the last 4-5 years?
I hope the above points clarify everything. If you still need clarification, then feel free to call me.
Thanks,
Dinesh Divekar
From India, Bangalore
The HR roadmap has to be customised. It cannot be a "copy and paste" work. The roadmap will depend on the following factors:
a) The nature of the industry
b) The number of the employees
c) Average education level of the employees
d) The present HR practices followed in the company. Are the practices relevant to the 21st century or the company is still grappling with the practices of the erstwhile "Personnel Management"?
e) The people issues specific to the company
f) Whether the company has done any strategic audit and if yes, then what are issues related to HR?
g) The level of empowerment of the staff in general and of HR professionals in particular
h) How the HR department is viewed by the top management? Mentally have they accepted transformation from the erstwhile "Personnel Department" to the "HR Department" or is it old wine in a new bottle?
i) What is the psychology of HR professionals? Are they assertive enough or play a second fiddle to the other departments?
j) Does the top leadership treat all the departments equally or do they have a strong orientation towards a particular department?
k) Over and above the MD, is there anyone who calls the shots in the company? Is the idea of an HR roadmap acceptable to them?
l) Does the company have a labour union? If yes, then how strong is it? Overall what are the IR issues that came up in the last 4-5 years?
I hope the above points clarify everything. If you still need clarification, then feel free to call me.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Colleague,
Very well briefed by our Colleague on this interesting subject matter. The HR Road map has to be made very opt and in a buffeting manner for your organization only considering all internal factors. In addition to what our learned colleague briefed, kindly consider few of the insights given below which I share from my past experience of having prepared HR Road Maps for more than 6 plus organizations.
1. The HR Road Map has to reach the destiny which are predetermined and pre-fixed after careful thought and taking all insights from the Top Management
2. This is like a Blue print where we need to start from the destination we want to reach in each critical success factors
3. You may chose limited critical hr factors : Like arriving a destinations which are measurable / quantifiable which most important. Some of the Road Map destinations we chosen in the past were like : Best in Industry retention level- Mention what% ? / Revenue per employee- mention what INR or USD ? / Best Employer Branding - Mention what indicator like any leading Consulting firm accreditation or some good measure / Total Employee Involvement - what measures from which level to which level and so on. Like this you have to fix few critical success factors that are brining very big impact to the Business for - Sustainability - Growth- Reputation- and so on.
4. Involve Top Management / Business Leaders / Promotors in arriving HR Road Map and enroll them for their insights, value additions and to bring their expectations into the road map.
5. Then you have to create the routes may be 4 or 5 sub- ways to reach the destiny by concrete actions / projects / linkage to the sub-systems of HR so that the Road Map is attainable and people work towards it
6. Present the Road Map and Sub-Ways to selected Core Group with all connect to the Organizational Systems and HR Systems for that matter including Business Process connectivity. Take input and fine-tune further and finalize.
7. The present it to the Top Management
8. Roll out in an effective Manner with a clear Review Mechanism
9. Measure, Review, Reward, Change Destination are important 4 Pillars to make the Road Map very successful
10. It may look like highly theoretical but with full dedication and focus this will bring focus / connect in all HR subsystems / Business sub-systems and also add a big impact to Business in terms of enabling Sustainability of Business, Growth of the Business, and Reputation of the Organization etc
Kindly read more and more literatures on HR Road Map and then move on as it will give lot of strength and meaning to HR as a Profession. All the Best Colleague !!!
From India, Chennai
Very well briefed by our Colleague on this interesting subject matter. The HR Road map has to be made very opt and in a buffeting manner for your organization only considering all internal factors. In addition to what our learned colleague briefed, kindly consider few of the insights given below which I share from my past experience of having prepared HR Road Maps for more than 6 plus organizations.
1. The HR Road Map has to reach the destiny which are predetermined and pre-fixed after careful thought and taking all insights from the Top Management
2. This is like a Blue print where we need to start from the destination we want to reach in each critical success factors
3. You may chose limited critical hr factors : Like arriving a destinations which are measurable / quantifiable which most important. Some of the Road Map destinations we chosen in the past were like : Best in Industry retention level- Mention what% ? / Revenue per employee- mention what INR or USD ? / Best Employer Branding - Mention what indicator like any leading Consulting firm accreditation or some good measure / Total Employee Involvement - what measures from which level to which level and so on. Like this you have to fix few critical success factors that are brining very big impact to the Business for - Sustainability - Growth- Reputation- and so on.
4. Involve Top Management / Business Leaders / Promotors in arriving HR Road Map and enroll them for their insights, value additions and to bring their expectations into the road map.
5. Then you have to create the routes may be 4 or 5 sub- ways to reach the destiny by concrete actions / projects / linkage to the sub-systems of HR so that the Road Map is attainable and people work towards it
6. Present the Road Map and Sub-Ways to selected Core Group with all connect to the Organizational Systems and HR Systems for that matter including Business Process connectivity. Take input and fine-tune further and finalize.
7. The present it to the Top Management
8. Roll out in an effective Manner with a clear Review Mechanism
9. Measure, Review, Reward, Change Destination are important 4 Pillars to make the Road Map very successful
10. It may look like highly theoretical but with full dedication and focus this will bring focus / connect in all HR subsystems / Business sub-systems and also add a big impact to Business in terms of enabling Sustainability of Business, Growth of the Business, and Reputation of the Organization etc
Kindly read more and more literatures on HR Road Map and then move on as it will give lot of strength and meaning to HR as a Profession. All the Best Colleague !!!
From India, Chennai
Dear CiteHR Member,
Your quest for seeking a HR Roadmap for your company needs to be reviewed in the light of 12-point appraisal as delineated by our senior member Dinesh Divekar. It is primary information to know as to what type of company you are talking about, and whether you are an employee or someone else to collect knowledge about your project. If you are an employee then whether you are in HR Department (Personnel Dept.) or working in some other department of the company. If you are deployed in HR Dept. then there is lot of exercise to be done beginning from the recruitment rules, process of appointment, regular and contractual appointments, training, probation, temporary, permanent status of employees, annual appraisal, target reviews, incentive, bonus, conduct and discipline rules, promotion policy, retirement etc and compliance with relevant statutes as applicable to the company. You can work on these points and frame your rules or you can seek help from any consultant.
Regard and good wishes,
Chandramani Lal Srivastava
Master Consultant 9315516083
New Delhi.
From India, New Delhi
Your quest for seeking a HR Roadmap for your company needs to be reviewed in the light of 12-point appraisal as delineated by our senior member Dinesh Divekar. It is primary information to know as to what type of company you are talking about, and whether you are an employee or someone else to collect knowledge about your project. If you are an employee then whether you are in HR Department (Personnel Dept.) or working in some other department of the company. If you are deployed in HR Dept. then there is lot of exercise to be done beginning from the recruitment rules, process of appointment, regular and contractual appointments, training, probation, temporary, permanent status of employees, annual appraisal, target reviews, incentive, bonus, conduct and discipline rules, promotion policy, retirement etc and compliance with relevant statutes as applicable to the company. You can work on these points and frame your rules or you can seek help from any consultant.
Regard and good wishes,
Chandramani Lal Srivastava
Master Consultant 9315516083
New Delhi.
From India, New Delhi
Hi Very good points are brought by the members Happy to read. Thanks and best wises Ram K Navaratna Chief Executive HR Resonance Bangalore
From India, Bangalore
From India, Bangalore
There are various reasons to prioritize the HR Roadmap, but the most crucial one is to strategize and prioritize company culture and people-focused initiatives. As described by Dinesh Divekar above, it cannot be “copy-paste” work.
Factors you need to follow to build an HR Roadmap for the company:
1. Figure out why you require an HR Roadmap
These are the four primary purposes of a roadmap.
Priority Mapping - Figuring out what HR goals are manageable.
Resourcing - Make sure you do not over-commit and under-deliver.
Hiring Plans - Figuring out the how and when of adding new resources to the business.
Identify efficiencies - Figure out efficiency-improving opportunities.
2. Talk to your investors
This step will help you determine team experience gaps and help you benefit from efficiency-improving efforts.
3. Identify what to include on your Roadmap
One of the crucial steps is to figure out the why, how, and what of your company. Once you figure out these things, the rest will be as easy as writing an essay.
4. Build your Roadmap
Understanding the basics of building a roadmap will relieve the rest of the process. Thus, Basics will create your future.
From India, Noida
Factors you need to follow to build an HR Roadmap for the company:
1. Figure out why you require an HR Roadmap
These are the four primary purposes of a roadmap.
Priority Mapping - Figuring out what HR goals are manageable.
Resourcing - Make sure you do not over-commit and under-deliver.
Hiring Plans - Figuring out the how and when of adding new resources to the business.
Identify efficiencies - Figure out efficiency-improving opportunities.
2. Talk to your investors
This step will help you determine team experience gaps and help you benefit from efficiency-improving efforts.
3. Identify what to include on your Roadmap
One of the crucial steps is to figure out the why, how, and what of your company. Once you figure out these things, the rest will be as easy as writing an essay.
4. Build your Roadmap
Understanding the basics of building a roadmap will relieve the rest of the process. Thus, Basics will create your future.
From India, Noida
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