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Updated on October 3, 2024
Implementing a human resources plan means you’re providing equitable working conditions for your team, both internally and externally.
A basic human resources plan is not just for large organizations. It is possible to develop and adapt tools for your situation, such as an employee handbook, internal rules, a code of conduct, standard work contracts, job descriptions, onboarding and integration tools, a compensation policy and many more. These tools will provide your business with clear rules and avoid several issues.
The tools or skills presented below can be used to support your success:
Performance appraisal
Develop a competitive advantage as an employer with a simple and efficient performance appraisal program. This tool promotes employee engagement and a common understanding of mutual expectations without excessive control.
Most employees want feedback on their performance, particularly those in generation Y. Competencies to be developed in order to advance or take on more responsibilities can be outlined, an approach that also boosts employee retention.
The ability to delegate
Are you always putting out fires? Do you think you know better than anyone how to perform tasks in all departments? Do you suddenly realize that you’ve responded to social media messages, made arrangements to have the truck repaired and prepared the financial statements all on the same day? It’s probably time to start delegating. A clear plan, supported by psychometric tests, will help you identify key individuals, based on skills, who can (finally) take over certain tasks so you can focus on what you do best.
Planning HR needs
Even the most technologically advanced company needs human intervention to deliver the final product. A seamless business strategy on paper still has to pass the live performance test.
Planning your organization’s current and future staffing needs today will help you develop solutions to meet your hiring, promotion, business experience knowledge transfer and succession management objectives.
Efficient communications to manage change
In times of change, a business’s employees are the key to success.
Beyond the technological aspects, if you’re planning an expansion, a change in the organizational structure, new work methods, make sure you focus on employee communication right from the onset.
Be transparent and highlight the advantages and disadvantages of the changes, the upcoming steps and what is expected of each person.
A balanced agenda
Now, more than ever, we are being pulled in all directions. It’s important to learn how to manage priorities, deal with emergencies and control disruptions that interrupt concentration. It is possible to organize tasks, telephone calls, emails, instant messages and discussions around the coffee machine to take advantage of them and not find yourself wondering where half your productive time went during the day.
Raymond Chabot Grant Thornton’s management consulting team can assist you in implementing a clear and efficient communication plan to foster employee engagement in a change situation. Contact our human resource professionals, they can help you unlock your organization’s full potential.