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
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1From India, Mumbai
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Dear Chandrika,
The HR roadmap has to be customized. 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 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 is the company still grappling with the practices of the erstwhile "Personnel Management"?
e) The people issues specific to the company
f) Whether the company has conducted any strategic audits, and if so, what are the HR-related issues?
g) The level of empowerment of the staff in general and of HR professionals in particular
h) How the HR department is viewed by top management. Have they mentally accepted the 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 do they play a second fiddle to other departments?
j) Does the top leadership treat all departments equally, or do they have a strong orientation towards a particular department?
k) Beyond 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 labor union? If yes, then how strong is it? Overall, what are the IR issues that have arisen in the last 4-5 years?
I hope the above points clarify everything. If you still need clarification, feel free to call me.
Thanks,
Dinesh Divekar
From India, Bangalore
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The HR roadmap has to be customized. 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 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 is the company still grappling with the practices of the erstwhile "Personnel Management"?
e) The people issues specific to the company
f) Whether the company has conducted any strategic audits, and if so, what are the HR-related issues?
g) The level of empowerment of the staff in general and of HR professionals in particular
h) How the HR department is viewed by top management. Have they mentally accepted the 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 do they play a second fiddle to other departments?
j) Does the top leadership treat all departments equally, or do they have a strong orientation towards a particular department?
k) Beyond 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 labor union? If yes, then how strong is it? Overall, what are the IR issues that have arisen in the last 4-5 years?
I hope the above points clarify everything. If you still need clarification, feel free to call me.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Colleague,
I was very well briefed by our colleague on this interesting subject matter. The HR roadmap has to be crafted meticulously and comprehensively for your organization, taking into account all internal factors. In addition to the insights shared by our learned colleague, please consider a few points below that I have gathered from my experience of developing HR roadmaps for over six organizations.
1. The HR roadmap must lead to predetermined and carefully considered destinations, guided by insights from top management.
2. Think of it as a blueprint, starting from the desired endpoint in each critical success factor.
3. Focus on limited, measurable HR factors such as industry-leading retention rates, revenue per employee, employer branding indicators, and employee involvement levels. Choose key success factors that significantly impact business sustainability, growth, and reputation.
4. Engage top management, business leaders, and promoters in the roadmap creation to incorporate their insights and expectations.
5. Develop several subways or routes with concrete actions, projects, and HR subsystem linkages to ensure the roadmap is achievable and actionable.
6. Present the roadmap and subways to a selected core group, aligning them with organizational and HR systems, and incorporating feedback for further refinement.
7. Present the finalized roadmap to top management.
8. Implement the roadmap effectively with a clear review mechanism.
9. Measure, review, reward, and adjust destinations regularly to ensure the roadmap's success.
10. While it may seem theoretical, with dedication and focus, this approach can unify HR and business subsystems, driving business sustainability, growth, and reputation enhancement.
I encourage you to explore more HR roadmap literature to strengthen your understanding and practice in the HR profession. Best wishes, Colleague!
From India, Chennai
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I was very well briefed by our colleague on this interesting subject matter. The HR roadmap has to be crafted meticulously and comprehensively for your organization, taking into account all internal factors. In addition to the insights shared by our learned colleague, please consider a few points below that I have gathered from my experience of developing HR roadmaps for over six organizations.
1. The HR roadmap must lead to predetermined and carefully considered destinations, guided by insights from top management.
2. Think of it as a blueprint, starting from the desired endpoint in each critical success factor.
3. Focus on limited, measurable HR factors such as industry-leading retention rates, revenue per employee, employer branding indicators, and employee involvement levels. Choose key success factors that significantly impact business sustainability, growth, and reputation.
4. Engage top management, business leaders, and promoters in the roadmap creation to incorporate their insights and expectations.
5. Develop several subways or routes with concrete actions, projects, and HR subsystem linkages to ensure the roadmap is achievable and actionable.
6. Present the roadmap and subways to a selected core group, aligning them with organizational and HR systems, and incorporating feedback for further refinement.
7. Present the finalized roadmap to top management.
8. Implement the roadmap effectively with a clear review mechanism.
9. Measure, review, reward, and adjust destinations regularly to ensure the roadmap's success.
10. While it may seem theoretical, with dedication and focus, this approach can unify HR and business subsystems, driving business sustainability, growth, and reputation enhancement.
I encourage you to explore more HR roadmap literature to strengthen your understanding and practice in the HR profession. Best wishes, Colleague!
From India, Chennai
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Dear CiteHR Member,
Your quest for seeking an HR Roadmap for your company needs to be reviewed in the light of a 12-point appraisal as delineated by our senior member, Dinesh Divekar. It is essential to understand what type of company you are referring to and whether you are an employee or seeking information for a project. If you are an employee, please specify if you work in the HR Department (Personnel Dept.) or another department within the company.
If you are part of the HR Department, there are several aspects to consider, starting from recruitment rules, the appointment process, regular and contractual appointments, training, probation, temporary and permanent employee status, annual appraisals, target reviews, incentives, bonuses, conduct and discipline rules, promotion policies, retirement procedures, and compliance with relevant statutes applicable to the company. You can work on these points to develop your guidelines or seek assistance from a consultant.
Regards and best wishes,
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi.
From India, New Delhi
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Your quest for seeking an HR Roadmap for your company needs to be reviewed in the light of a 12-point appraisal as delineated by our senior member, Dinesh Divekar. It is essential to understand what type of company you are referring to and whether you are an employee or seeking information for a project. If you are an employee, please specify if you work in the HR Department (Personnel Dept.) or another department within the company.
If you are part of the HR Department, there are several aspects to consider, starting from recruitment rules, the appointment process, regular and contractual appointments, training, probation, temporary and permanent employee status, annual appraisals, target reviews, incentives, bonuses, conduct and discipline rules, promotion policies, retirement procedures, and compliance with relevant statutes applicable to the company. You can work on these points to develop your guidelines or seek assistance from a consultant.
Regards and best wishes,
Chandramani Lal Srivastava
Master Consultant
9315516083
srivastavacmlal@gmail.com
New Delhi.
From India, New Delhi
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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
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From India, Bangalore
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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
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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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