Elements and Performance Criteria
- Identify key human resource issues arising from the organisation's strategic plan
- The organisation's strategic and business plans are analysed to determine key human resource issues.
- Internal/external factors likely to impact upon the workforce profile and future human resource requirements are identified and considered.
- Workforce data is analysed for trends to determine key human resource issues.
- Business units and senior management within the organisation are consulted for information on future requirements.
- Forward planning tools are utilised to predict longer term issues and needs to be addressed in the strategic human resource plan.
- Develop a plan to meet the human resource requirements of an organisation
- The plan is developed based on data drawn from information sources, consultations with stakeholders, and good practice models, and is consistent with relevant legislative and policy requirements.
- Strategies for workforce planning, workforce management, managing succession and skill shortages are contained in the plan to support the organisation's business vision and provide for the right people to be in the right place at the right time.
- Strategies are included within the plan consistent with the organisation's strategic perspective.
- Risks associated with planned strategies are identified and addressed.
- Resource requirements are identified and a budget is prepared to support the implementation of the plan and performance indicators and timeframes are prepared to provide a basis for monitoring.
- Implement a human resource plan
- Agreement on the plan is obtained through consultation with other business units within the organisation.
- The human resource plan is documented and communicated to other business units in accordance with the needs of a diverse workforce.
- Systems and tools required to support implementation are identified in accordance with organisational requirements.
- Human resource strategies are implemented in accordance with the plan and are monitored and revised against the budget and key performance indicators.
- Support in implementing the plan is provided to business units in accordance with organisational requirements.
- Evaluate the effectiveness of the human resource plan
- Ongoing monitoring/evaluation of the plan is undertaken to adjust strategies as needed to take account of new developments or contingencies.
- A reliable and valid evaluation methodology is developed and implemented to formally evaluate outcomes.
- The plan is judged in accordance with its effectiveness in contributing to the achievement of the organisation's strategic goals and business objectives.
- A range of information is utilised and analysed to provide a basis for the judgments to be made in relation to the plan's effectiveness.
- Outcomes of the evaluation are reported with appropriate recommendations for enhancement of the plan, to inform ongoing planning and integrate human resource planning into the organisational planning framework.