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
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From Saudi Arabia
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This is a 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.
From India, Noida
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30HR 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.
From India, Noida
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Dear Tahseen Raza,
You have provided 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, delegates sufficient authority to the HR department, and allows HR professionals to act autonomously. However, finding such an organization is rare. In most companies, HR Departments are attached to the apron strings of the top leadership, lacking independent decision-making power. If HR professionals are not sufficiently empowered, setting goals for the year and holding them responsible for the results becomes futile.
I will provide comments on each point, but due to time constraints, I will focus on the first point only.
"For Recruitment & Hiring," the objective is to increase employee retention rate by 15%. To achieve this goal, you have suggested conducting exit interviews and employee engagement activities. However, it is widely known that employees tend to be cautious and speak positively about the organization during exit interviews. Additionally, there is no available research data supporting the claim that engagement activities directly impact employee retention.
Employee retention is also influenced by factors such as the quality of top leadership, organizational growth, market-standard remuneration, personal development opportunities, and the supportive nature of the organization's culture. Moreover, if Heads of Departments (HODs) exhibit domineering administration styles or mistreat their subordinates, HR may face challenges in improving employee retention. Recently, a member shared an incident where a subordinate was terminated following a confrontation with a manager during a review call. In such a work culture, setting a target to increase employee retention by 15% may be unreasonable. For further reference on this discussion, you can click here.
Regarding the general comments: The original post was made four years ago, and despite receiving no response, a member recently replied, eleven years after their last contribution. It is essential to exercise judgment when posting AI-generated replies, as they may lack practical applicability or fail to align with real-world scenarios.
Some individuals perceive HR roles as witless; however, blindly relying on AI-generated solutions may reinforce these misconceptions.
Thank you,
Dinesh Divekar
From India, Bangalore
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You have provided 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, delegates sufficient authority to the HR department, and allows HR professionals to act autonomously. However, finding such an organization is rare. In most companies, HR Departments are attached to the apron strings of the top leadership, lacking independent decision-making power. If HR professionals are not sufficiently empowered, setting goals for the year and holding them responsible for the results becomes futile.
I will provide comments on each point, but due to time constraints, I will focus on the first point only.
"For Recruitment & Hiring," the objective is to increase employee retention rate by 15%. To achieve this goal, you have suggested conducting exit interviews and employee engagement activities. However, it is widely known that employees tend to be cautious and speak positively about the organization during exit interviews. Additionally, there is no available research data supporting the claim that engagement activities directly impact employee retention.
Employee retention is also influenced by factors such as the quality of top leadership, organizational growth, market-standard remuneration, personal development opportunities, and the supportive nature of the organization's culture. Moreover, if Heads of Departments (HODs) exhibit domineering administration styles or mistreat their subordinates, HR may face challenges in improving employee retention. Recently, a member shared an incident where a subordinate was terminated following a confrontation with a manager during a review call. In such a work culture, setting a target to increase employee retention by 15% may be unreasonable. For further reference on this discussion, you can click here.
Regarding the general comments: The original post was made four years ago, and despite receiving no response, a member recently replied, eleven years after their last contribution. It is essential to exercise judgment when posting AI-generated replies, as they may lack practical applicability or fail to align with real-world scenarios.
Some individuals perceive HR roles as witless; however, blindly relying on AI-generated solutions may reinforce these misconceptions.
Thank you,
Dinesh Divekar
From India, Bangalore
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Dear Mr. Dinesh,
Thank you for addressing the issue. If you could share more insight on the subject and some templates, that would be greatly appreciated. After a long time, I accessed CiteHR and found it very informative. Those working in HR within a company can benefit from utilizing AI for quick and efficient assistance. By using AI, we can analyze figures and make plans before diving into the specifics of actions. Having an overview of anything through AI tools on a daily basis is a great advantage.
You are making valuable contributions on this platform, and I encourage you to continue your excellent work. Please keep it up.
From India, Noida
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Thank you for addressing the issue. If you could share more insight on the subject and some templates, that would be greatly appreciated. After a long time, I accessed CiteHR and found it very informative. Those working in HR within a company can benefit from utilizing AI for quick and efficient assistance. By using AI, we can analyze figures and make plans before diving into the specifics of actions. Having an overview of anything through AI tools on a daily basis is a great advantage.
You are making valuable contributions on this platform, and I encourage you to continue your excellent work. Please keep it up.
From India, Noida
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Dear Tahseen Raza,
The HR goal plan will vary from one company to another. There cannot be a similarity 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. However, 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 those generated by AI tools.
Thanks,
Dinesh Divekar
From India, Bangalore
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The HR goal plan will vary from one company to another. There cannot be a similarity 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. However, 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 those generated by AI tools.
Thanks,
Dinesh Divekar
From India, Bangalore
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Thank you, Mr. Dinesh, and I agree with both of your points. I appreciate your emphasis on providing on-hand material on this platform, and I will certainly take your advice in mind. I am really happy to engage on CiteHR like yourself.
However, I must say that nowadays we are very used to ChatGPT and other similar applications. We even use AI tools to create presentations, edit videos, pictures, and audio. Nevertheless, the information from AI is always somewhat limited and can sometimes misplace the solution.
From India, Noida
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However, I must say that nowadays we are very used to ChatGPT and other similar applications. We even use AI tools to create presentations, edit videos, pictures, and audio. Nevertheless, the information from AI is always somewhat limited and can sometimes misplace the solution.
From India, Noida
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(Fact Checked)-The user reply provides a comprehensive HR goal plan for recruitment, training, performance management, and employee relations, along with a simple HR budget plan. However, the reply lacks specific details, such as metrics and measurements, and could benefit from additional information on how success will be evaluated. (1 Acknowledge point)