Scenario: Writing a human resources plan for a small company

Résumé du document

As the new human resources manager of a small company, I was asked to establish the human resources plan for my company. There are certain crucial details which need to be analyzed before planning the resources. First, a small company will not behave like big ones: because of the size of the staff, every wrong measure will have an immediate impact on the company's results and that is why the human resources plan should be very carefully set out. It should fit very closely to the enterprise. As a human resources manager, I also have to be polyvalent because I won't have too many staff at my disposal. This situation is also interesting because I can keep control of my plan from start to finish but loneliness and responsibilities can be difficult in the long run. My plan has also to be very precise and clear and I have to take in account that I don't have a big budget. It is not written in the scenario but we can expect that from a small company with more than 100 employees, the financial resources will be very scarce and that I need to be efficient in managing them as well.

Extraits

[...] Scenario: Writing a human resources plan for a small company As the new human resources manager of a small company, I am asked to establish the human resources plan for this company. But there are some things to know before starting. First, a small company won't behave like big ones: because of the size of the staff, every wrong measure will have an immediate impact on the company's results and that is why the human resources plan should be very carefully set out. [...]

[...] universities campus for this company which is working in the computer sector. I have also to conduct a job description for every job which is in the company because it will be useful when I will have to replace someone who is leaving for retirement or others reasons. The laws and the unions I have to look carefully after the laws for human resources. Maybe the central of calling is or will be in another country than headquarter so has to respect other laws. [...]

[...] Do they have a wage similar to what they can find any where else? Most important in those kinds of jobs is the ergonomic of the job. Do they have all they need to do a good job? In a central phone call like that, there is often a lot of stress because of the jobs and because the people who are calling are very stressed. Do they have the appropriate training to survive quietly this stress? We know that the stress at workplace can cost a lot that is why we also have to think about having a good workplace first to keep good people then to allow them to peak performance. [...]

[...] Operational human resources plan The operational human resources plan will contain many parts in order to achieve the strategic goals. The staff needs, availability, gaps By meeting the managers, I will evaluate the needs of the enterprise in terms of people and of skills. Do we have the sufficient number of persons to achieve those tasks? To know if there is staffing needs, I will ask the managers what type of work it is, what type of skills does it implied, how much of this work needs to be done (temporary peak or not).Then, I will find out the availability in the enterprise: do we need to hire or to move some people or retrain them? [...]

[...] Strategic human resources plan By taking cognizance of the organizational plan and the culture of the company, I can prepare my strategic human resources plan. The goals of the organization In this company which is selling computer services and fairly new, we can expected that they do have an organizational plan for next year. I have first to take cognizance of it so that my strategic plan will fit to those goals. As they are busy, they maybe don't achieve a real full developed plan so I will discuss with the owner, the managers in order to know more about the main strategies of the enterprise. [...]