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Creating an Effective Human Resource Development Plan

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Human resource departments play a critical role in helping organizations achieve their core business goals, as well as creating efficiency in all aspects of business operations. Just as it’s crucial to have a clear strategic vision and business plan, organizations also need an effective human resource development plan to get everyone ready to execute their key business strategies and achieve their goals.

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Every organization’s HR department plays a key role in preparing current staff and anticipating human resource needs and requirements as they arise. What are the proven steps inf creating an effective human resource development plan?

Assess the Entire Workforce

When it comes to strategic human resource planning, organizations must first identify their current employees’ skills, abilities and level of knowledge. A good understanding of their individual strengths, education levels, professional certifications, additional training and capabilities will form the basis of your HR development plan. Ask yourself: Do they have talents that could benefit your business?

It’s advisable to have an interactive system that helps you track employee roles, performance, training and career progress. According to Accuchex, a workforce management solutions provider, effective human resource management within an organization depends on the ability to focus on systems and policies like California labor laws breaks, which go a long way in helping organizations improve and develop their workforce.


Provide Skill-Based Training

There is a huge difference between having qualified employees and having a winning team that delivers. How can you develop employees to be problem solvers, industry experts, innovative thinkers and excellent communicators? Skill-based training is the key to achieving a productive workforce. You’ll need to evaluate their abilities and level of experience and then create a simple action plan based on progressive training to help them achieve their career objectives.

For instance, you could enroll your accounting department on training programs like financial policy and advisory services. The importance of training and development cannot be overstated; whether you opt for on-the-job training conducted by qualified supervisors or highly specialized training, it’s important to understand that your organization’s success in the marketplace is dependent on your employees’ abilities to function efficiently and effectively.

Draft a Succession Plan for Your Organization

Change is inevitable in any HR development plan. To avoid any disruptions in business operations, it’s important to create a clear succession plan in your different organizational departments. Whether there’s a shift in top executive management or you’re reorganizing departments, it’s important to be prepared.

To do so, identify all critical roles in your organization and current employees with qualified skills needed to immediately fill up those positions in case an employee leaves. Depending on your business culture, a succession plan can be developed in consultation with employees directly or behind the scenes. Such plans should also be backed by a strong recruitment process.

Perform a Gap Analysis

Performing a gap analysis helps your organization identify all the resources available to your business and those that will be needed in the future, so you can make improvements. The analysis should focus on your human resource practices and infrastructure to determine areas where your business is falling short.

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The results of a gap analysis will help your organization introduce new business practices like job evaluations, performance reviews, departmental evaluations, development programs and other tasks to help you achieve better performance. A gap analysis should regularly be conducted, so you can reassess your strategy to make changes when necessary.

Be Ready for the Future

As your organization grows, so will your HR and staffing needs. Ask yourself: is your workforce productive enough? Do you need more employees? Do they have the skills needed to remain competitive and help you achieve your goals? The answers to these questions lie in learning how to promote and recruit from within. As you think of what new roles your business needs and who can fill them, keep in mind that human resource development is an ongoing process.