S. T. E. A. M. Human Resource Department
Business Plan
Executive Summary Our Human Resource Department will provide support to the firm by availing Human Resource. This department will consist of Human Resource Program and Development Program. This department will consist of a Human Resource manage, two Assistant Human Resource Managers, two Human Resource Business Partners, a Recruitment and Administrative Services manager, a risk analyst and manager. The Department will oversee the staffing of the firm; that is the tutors, office staff, and teachers, and also will be in charge of Development of the staff. This will be through organizing training for the staff from time to time. The department will also ensure that legal requirements are met and maintained through provision of necessary programs and systems. It will oversee the programs and systems that shape the framework for the firm`s corporate image, as these programs and systems affect how employees perform and their values as a work force. The department will liaise with Healthcare provider to ensure fair and safe working environment for our stuff promoting a mindset of safety and wellness. It will manage the insurance program for property, casualty, and workers` compensation, and also contracts, insurance, and safety and loss prevention. It will manage risk management transactions by maintaining an online performance management and online training system on personnel files, workers` compensation and liability claims.
Mission This department is responsible for providing Human Resource systems and risk management programs that will motivate and develop a competent and assured work force by partnering with individual employees and managers to provide services and programs that support our organizational culture and create a conducive work environment. Value Statement Our values of integrity, honesty, hard work, commitment, exceptional service, and accountability are woven into all our programs and systems. We will provide professional, helpful, reliable, principled and friendly service. Moreover, we are bound to having innovative solutions to problems as well as proactive planning. We will have efficient and timely responses to our clientele. SWOT and Competitive Analysis Our strengths lie in the following; we have policy development where we are always incorporating new policies such as harassment prevention, a competitive and comprehensive benefits package, our staff I dedicated to providing exceptional customer service, we have the ability to attract, and also to retain highly qualified employees, we also have an online recruitment system hence increased efficiency, expanded risk management program, a knowledgeable staff, good internal and external communication allowing for efficient reach between staff and with the community.
Our weaknesses lie in; unclear and inconsistent policies, fragmented filing system, need for concise communication of risk management, rising health insurance cost, and currently the varying pay scales may cause a problem with reports. Our opportunities lie in; provision of training and development for staff. Moreover, they are present in thoughtful development of consistent HR policies, administration of compensation to staff, and a variety of online processes to ease HR payroll processing. Lastly, they are capable in ensuring that each staff has membership in professional service groups, and being an online firm, we have opportunity to explore alternative work schedules. Our threats or challenges lie in; increasing health costs, we need more security and confidentiality in the HR management, the system may require a significant amount of time, and unions have a variety of financial demands and require staff time. Strategic Goals/plans
- Recruit highly qualified and competent staff that adheres to our values.
- Implement a comprehensive compensation philosophy to attract and retain most qualified staff.
- Promote individual wellness to ensure high productivity of our staff.
- Employee development and training.
- Legal compliance.
- Good labor and staff relations
- Provide valued customer service to clients.
- Market the firm through all viable media.
- Reduce annual property insurance cost and workers insurance cost.
- Ensure staff are satisfied with their working environment and receive equitable compensation to ensure morale at work.
- Ensure staff gets training from time to time to keep at par with the market demands and develop them better. Operational Goals and Plan
We offer various services focused on ensuring a safe working environment, equitable compensation, and providing necessary information to the staff and public. We work with many legal requirements to maintain compliance with the state laws, federal laws, and local employment laws. Marketing Plan We have a good marketing plan in place that involves; recruitment of the best qualified staff at the most cost-efficient cost, implement a wholesome compensation policy to attract and retain high quality staff. It also promotes personal wellness and development, a safe working environment that is pleasant to staff and clients, and reduces financial exposure by educating staff on safety and legal operations (Sims, p. 107). The channels that will best serve our marketing plan are listed next. Use of internet is a cost-effective and fast way, especially since the business is to be online, and this will allow or help HR attract wide applications of interested people (Honig & Thomas, P. 37). Email at the work place will help market the firm and the department a lot to both internal and external parties. There will be a training program for employee, hence attracting staff interested in continued growth. There is a staff wellness program to ensure good health. We will make use of the HR or firm newsletter, and the public newspapers, will share more on our department, informing the staff and public about our services. We will also use the bulletin boards to share on our work and processes, even safety and job opportunities.
References
Honig, Benson, and Thomas Karlsson. "Institutional forces and the written business plan."
Mason, Colin, and Matthew Stark. "What do investors look for in a business plan? A comparison of the investment criteria of bankers, venture capitalists and business angels." International Small Business Journal 22.3 (2004): 227-248.
Reilly, P., Guide to Workforce Planning in Local Authorities, Employers Organization
for Local Government, (2003). London.
Sims. R (2007) Human Resource Management: Contemporary Issues, Challenges and Opportunities IAP
Town Of Davie Human Resources Department 2013 Employee Handbook. Web. Retrieved From http://www.daviefl.gov/gen/DavieFL_HumanResrs/2012%20Employee%20Policies/10172012FINAL%20For%20Print%20EmployeeHandbook.pdf
Waldrop .S (2008) The Everything Human Resource Management Book Everything Books
