FREE 10+ HR Strategic Action Plan Samples in PDF | DOC

Being the Human Resource manager of a company or institution is a no joke. There are a lot of related and unrelated tasks that will be bombarded to you. This would include Employee Profiling, Recruitment duties, Employee Follow-up and feedback, etc. This list is just the surface job of being an HR. In simplest terms, the HR (Human Resources) department is a group who is responsible for managing the employee life cycle (i.e., recruiting, hiring, onboarding, training, and firing employees) and administering employee benefits. When you hear the term “human resources,” often the first thing that comes to mind is the department that handles the people stuff. But if you think about it, the name is about the “humans” who happen to be employees.

Being the Human Resource manager of a company or institution is a no joke. There are a lot of related and unrelated tasks that will be bombarded to you. This would include Employee Profiling, Recruitment duties, Employee Follow-up and feedback, etc. This list is just the surface job of being an HR. In simplest terms, the HR (Human Resources) department is a group who is responsible for managing the employee life cycle (i.e., recruiting, hiring, onboarding, training, and firing employees) and administering employee benefits. When you hear the term “human resources,” often the first thing that comes to mind is the department that handles the people stuff. But if you think about it, the name is about the “humans” who happen to be employees.

With the bombardment of a lot of tasks assigned to the HR, it is very important to have actions plans to assure the organization and health of the department as a whole. An Action Plan is a list of tasks that you need to do to complete a simple project or objective. To draw one up, simply list the tasks that you need to complete to deliver your project or objective, in the order that you need to complete them. Strategically making these action plans could help make the action more success-directed. But making this from scratch might be a pain in the head, to address this need, our site is offering you HR Strategic Action Plan templates below to satisfy your HR needs. Choose the best that suits your purpose, customize according to your preference.

We also offer other Action Plan templates such as Teacher Action Plan, Emergency/Disaster Action Plan, Meeting Action Plan, Inventory Action Plan, Office Action Plan etc. Other important reports that could be needed by an HR in the future are also offered here such as Food Incident Report, Student Incident Report, Behavior Incident Report, Fire Incident Report, Safety Incident Report, Security Incident Report, Job Incident Report, Injury Incident Report. This article will also introduce you to tips on how to make effective HR Action Plan/ Reports.

10+ HR Strategic Action Plan Samples

1. HR Strategic Action Plan Template

2. Human Resources Strategic Action Plan

3. Organisation HR Strategic Action Plan

4. HR Corporate Strategic Action Plan

5. HR Transformation Strategic Action Plan

6. HR Strategic Researchers Action Plan

7. HR Health Strategic Action Plan

8. HR Strategic Progress Action Plan

9. HR Strategy Action Plan

10. HR Strategic Implementation Action Plan

11. HR Strategic Management Action Plan

What Is a Human Resource Strategic Plan?

Strategic HR planning predicts the future HR needs of the organization after analyzing the organization’s current human resources, the external labor market and the future HR environment that the organization will be operating in. Below are 3 steps in effectively developing HR Strategic Action Plans:

Step 1: Identify HR Needs That Could Possibly Occur In the Future

Using your business’ strategic plan as a guide, identify the future HR needs of the organization. Ask questions like:

• What is the nature of our work?
• What type of culture will support productivity?
• What skills do we need to deliver results?
• Where are those skills and how are we tapping into them?
• How large is our organization?

Step 2: Consider Present HR Capabilities

Now consider your company’s present HR situation by asking questions like:

• With the future in mind, what is our current capability?
• How are we doing against benchmarks?
• What are our strengths and weaknesses?
• Are there legislative requirements we need to consider?
• What are we doing well now, that we need to do more of in the future?

Step 3: Identify Gap from the Step 1 and Step 2

Compare your future HR needs from step 1 with your present HR capabilities from step 2, and identify any significant gaps that appear. Gaps can develop in a number of areas including policies and procedures, capability, and resource allocation. Start with these questions:

• Where do significant gaps appear between the present and future?
• How can these gaps be classified?

FAQs

Truly, having a lot of things in plate is not an easy job especially if you need to do it on a given deadline by the head management. With this, we do not only offer you action plan templates and report templates, but also with templates that satisfy your organizational needs such as Shifting Schedule Organizer, Weekly Task Organizer, Task Checklist and other templates made available for you. What are you waiting for? Avail now!