Hi, Can anyone please send me HR goal plan for an year for HR Department. i need to have a sample plan sheet. Second simple HR budget plan sample sheet. Thanks & Regards
From Saudi Arabia
From Saudi Arabia
This is SAMPLE !!!
HR Goal Plan for a Year:
Recruitment & Hiring:
- Objective: Increase employee retention rate by 15%.
- Key Results:
- Conduct exit interviews to identify reasons for turnover.
- Implement employee engagement initiatives.
- Timeline: Quarterly throughout the year.
- Responsible: HR Manager and HR Team.
Training & Development:
- Objective: Enhance employee skills through training programs.
- Key Results:
- Develop individualized training plans for employees.
- Evaluate training effectiveness through feedback surveys.
- Timeline: Training plans throughout the year, surveys in Q2 and Q4.
- Responsible: Training Manager and HR Manager.
Performance Management:
- Objective: Implement performance appraisal system for all employees.
- Key Results:
- Train managers on performance evaluation process.
- Conduct performance review meetings with employees.
- Timeline: Training in Q1, reviews in Q2 and Q4.
- Responsible: HR Manager.
Employee Relations:
- Objective: Foster a positive work environment.
- Key Results:
- Implement employee recognition program.
- Address employee grievances promptly.
- Timeline: Quarterly initiatives.
- Responsible: HR Team and HR Manager.
Simple HR Budget Plan:
Construction Site Company:
- Recruitment & Hiring: Estimated cost - $20,000, Actual cost - $18,500.
- Training & Development: Estimated cost - $15,000, Actual cost - $14,000.
- Employee Benefits: Estimated cost - $30,000, Actual cost - $28,500.
- Safety Programs: Estimated cost - $10,000, Actual cost - $9,500.
- HR Software & Technology: Estimated cost - $5,000, Actual cost - $4,500.
- Miscellaneous Expenses: Estimated cost - $5,000, Actual cost - $4,000.
- Total Budget: Estimated cost - $85,000, Actual cost - $79,000.
d cost - $108,000, Actual cost - $97,500.
From India, Noida
28HR Goal Plan for a Year:
Recruitment & Hiring:
- Objective: Increase employee retention rate by 15%.
- Key Results:
- Conduct exit interviews to identify reasons for turnover.
- Implement employee engagement initiatives.
- Timeline: Quarterly throughout the year.
- Responsible: HR Manager and HR Team.
Training & Development:
- Objective: Enhance employee skills through training programs.
- Key Results:
- Develop individualized training plans for employees.
- Evaluate training effectiveness through feedback surveys.
- Timeline: Training plans throughout the year, surveys in Q2 and Q4.
- Responsible: Training Manager and HR Manager.
Performance Management:
- Objective: Implement performance appraisal system for all employees.
- Key Results:
- Train managers on performance evaluation process.
- Conduct performance review meetings with employees.
- Timeline: Training in Q1, reviews in Q2 and Q4.
- Responsible: HR Manager.
Employee Relations:
- Objective: Foster a positive work environment.
- Key Results:
- Implement employee recognition program.
- Address employee grievances promptly.
- Timeline: Quarterly initiatives.
- Responsible: HR Team and HR Manager.
Simple HR Budget Plan:
Construction Site Company:
- Recruitment & Hiring: Estimated cost - $20,000, Actual cost - $18,500.
- Training & Development: Estimated cost - $15,000, Actual cost - $14,000.
- Employee Benefits: Estimated cost - $30,000, Actual cost - $28,500.
- Safety Programs: Estimated cost - $10,000, Actual cost - $9,500.
- HR Software & Technology: Estimated cost - $5,000, Actual cost - $4,500.
- Miscellaneous Expenses: Estimated cost - $5,000, Actual cost - $4,000.
- Total Budget: Estimated cost - $85,000, Actual cost - $79,000.
d cost - $108,000, Actual cost - $97,500.
From India, Noida
Dear Tahseen Raza,
You have given a sample of the HR Goal Plan for the Year. Though it is a good plan, it is applicable to those companies whose top leadership is mature, that delegates sufficient authority to the HR department and the HR professionals act autonomously. However, finding such an organisation is rare. HR Departments in most companies are attached to the apron strings of the top leadership. They do not have any independent say. If the HR professionals are not sufficiently empowered, then there is no point in making a goal for the year and making them responsible for the results.
For each point, I can give my comments but due to the paucity of time, I am limiting it to the first point only.
"For Recruitment & Hiring," the objective is to increase employee retention rate by 15%. To attain the objective you have
recommended conducting exit interviews and employee engagement activities. However, it is a well-known fact that in the exit interview, the employees do not open up, they are cautious and just talk goody-goody about the organisation. As far as employee engagement activities are concerned, corroborating research data is not available that says engagement activities are inversely proportional to employee retention.
Secondly, employee retention also depends on the quality of the top leadership, growth of the organisation, remuneration as per the market standards, personal growth, whether the organisation's culture is supportive or not etc. Above all, what if the HODs' administration style is unjustly domineering? What HR can do if the HODs give a roughshod treatment to their subordinates? This week, we had a post where a member wrote that during a review call, the manager insulted her and there was a face-off between the two. In a huff, the HOD terminated the services of the subordinate. If this is the culture of the company, then assigning a target to improve retention of the employees by 15% is unreasonable. If you wish to refer to this thread of discussion, then you may click here.
As mentioned earlier, I can give a counter to every point. But it will take a long time to type, hence restricting my reply to the first point only.
General comments: - The post was raised four years ago. Nobody replied to it. One of the members took the initiative and has replied today. His reply has come 11 years after his last reply. But those who use AI software like ChatGPT or Copilot can very well make out that the reply is not written on one's own but generated by the AI software. While uploading such replies, one has to exercise judgement as the AI-generated replies may not have practical utility or may not be rooted in to the ground realities.
As such the other functionaries view HR's job as a witless job. Though these views or beliefs are misplaced, should we strengthen them by dumb reliance on AI-generated solutions?
Thanks,
Dinesh Divekar
From India, Bangalore
You have given a sample of the HR Goal Plan for the Year. Though it is a good plan, it is applicable to those companies whose top leadership is mature, that delegates sufficient authority to the HR department and the HR professionals act autonomously. However, finding such an organisation is rare. HR Departments in most companies are attached to the apron strings of the top leadership. They do not have any independent say. If the HR professionals are not sufficiently empowered, then there is no point in making a goal for the year and making them responsible for the results.
For each point, I can give my comments but due to the paucity of time, I am limiting it to the first point only.
"For Recruitment & Hiring," the objective is to increase employee retention rate by 15%. To attain the objective you have
recommended conducting exit interviews and employee engagement activities. However, it is a well-known fact that in the exit interview, the employees do not open up, they are cautious and just talk goody-goody about the organisation. As far as employee engagement activities are concerned, corroborating research data is not available that says engagement activities are inversely proportional to employee retention.
Secondly, employee retention also depends on the quality of the top leadership, growth of the organisation, remuneration as per the market standards, personal growth, whether the organisation's culture is supportive or not etc. Above all, what if the HODs' administration style is unjustly domineering? What HR can do if the HODs give a roughshod treatment to their subordinates? This week, we had a post where a member wrote that during a review call, the manager insulted her and there was a face-off between the two. In a huff, the HOD terminated the services of the subordinate. If this is the culture of the company, then assigning a target to improve retention of the employees by 15% is unreasonable. If you wish to refer to this thread of discussion, then you may click here.
As mentioned earlier, I can give a counter to every point. But it will take a long time to type, hence restricting my reply to the first point only.
General comments: - The post was raised four years ago. Nobody replied to it. One of the members took the initiative and has replied today. His reply has come 11 years after his last reply. But those who use AI software like ChatGPT or Copilot can very well make out that the reply is not written on one's own but generated by the AI software. While uploading such replies, one has to exercise judgement as the AI-generated replies may not have practical utility or may not be rooted in to the ground realities.
As such the other functionaries view HR's job as a witless job. Though these views or beliefs are misplaced, should we strengthen them by dumb reliance on AI-generated solutions?
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Mr. Dinesh,
Thank you for addressing the issue but if you can share more insight on the subject and if you could share some templates. Actually, after a long time, I have accessed CiteHR and found it answered. However, those working in HR in a company can seek assistance from AI, as it is fast and useful. by using it, we can determine figures and plans before delving into the details of action & in order to have an overview about anything we used to use AI tools on daily basis, and we found these very great tool...
However, you are doing great on this platform by contributing yourself in broad. Please keep it up.
From India, Noida
Thank you for addressing the issue but if you can share more insight on the subject and if you could share some templates. Actually, after a long time, I have accessed CiteHR and found it answered. However, those working in HR in a company can seek assistance from AI, as it is fast and useful. by using it, we can determine figures and plans before delving into the details of action & in order to have an overview about anything we used to use AI tools on daily basis, and we found these very great tool...
However, you are doing great on this platform by contributing yourself in broad. Please keep it up.
From India, Noida
Dear Tahseen Raza,
The HR Goal Plan will vary from one company to another. There cannot be a similarity. This is because the internal dynamics of each company are different and the growth ambitions are also different. The points you have given are fine but the sub-points will change as per the company requirements.
By the way, I am not against using AI tools like ChatGPT. But my point is limited to its application. Occasionally, the solutions given by ChatGPT are misplaced. Therefore, I am against its blanket application.
Anyway, nice to see you back on Citehr. While replying to posts, be on your own. The persons who raise queries prefer authentic replies and not generated by AI tools.
Thanks,
Dinesh Divekar
From India, Bangalore
The HR Goal Plan will vary from one company to another. There cannot be a similarity. This is because the internal dynamics of each company are different and the growth ambitions are also different. The points you have given are fine but the sub-points will change as per the company requirements.
By the way, I am not against using AI tools like ChatGPT. But my point is limited to its application. Occasionally, the solutions given by ChatGPT are misplaced. Therefore, I am against its blanket application.
Anyway, nice to see you back on Citehr. While replying to posts, be on your own. The persons who raise queries prefer authentic replies and not generated by AI tools.
Thanks,
Dinesh Divekar
From India, Bangalore
Thank you Mr. Dinesh, and I agree with your both points, and I appreciate your emphasis on providing onhand material on this platform and I will certainly take your advise in mind and I really happy to engaging on CiteHR like yourself...However, I must say that, now a days we are very used to of ChatGPT and other similar applications, even we use AI tool to create PPT, Video editing, Pic editing, voice editing tool etc, but definitely the information from AI always been limited and misplaced the solution sometimes..etc...
From India, Noida
From India, Noida
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