Organisation Plan: Planning HR requirements, Organisational Structure and Systems

The organization plan is an essential part of any business strategy, as it outlines how the company’s resources and personnel will be utilized to achieve its goals. The plan should include a detailed analysis of the HR requirements, the organizational structure, and the systems necessary to support the company’s operations.

Planning HR Requirements

HR planning is the process of analyzing and identifying the human resource needs of a company. This includes determining the number of employees required, the skills and knowledge needed for each position, and the training and development programs necessary to support employee growth and development. HR planning should be done in close collaboration with the company’s leadership team to ensure that the HR strategy aligns with the overall business strategy.

The HR planning process involves the following steps:

1. Job Analysis: This involves analyzing each position in the company to determine the necessary skills, knowledge, and experience required.
2. Recruitment and Selection: Once the job analysis is complete, the company can begin recruiting and selecting the most qualified candidates for each position.
3. Training and Development: After employees are hired, training and development programs should be provided to ensure that they have the necessary skills to perform their jobs effectively.
4. Performance Management: Performance management involves setting performance standards, evaluating employee performance, and providing feedback to help employees improve their skills and achieve their goals.

Here are some steps to consider when planning HR requirements:

• Identify the company’s strategic goals: HR planning should start with a clear understanding of the company’s strategic goals. This will help to determine the type of employees and skills that are required to achieve those goals.
• Analyze the current workforce: Conduct an analysis of the current workforce to determine the number of employees, their skills, and their level of experience. This analysis will help to identify any gaps in the current workforce and the type of employees that need to be recruited.
• Determine the future workforce needs: Based on the strategic goals of the company, determine the future workforce needs. This should include the number of employees required, the skills and experience needed for each position, and the timeline for hiring.
• Develop a recruitment and selection plan: Once the future workforce needs have been determined, develop a recruitment and selection plan. This plan should include the sourcing of candidates, the selection process, and the timeline for hiring.
• Develop a training and development plan: Once employees have been hired, a training and development plan should be developed to ensure that employees have the skills and knowledge required to perform their jobs effectively. This plan should include both on-the-job training and formal training programs.
• Develop a performance management plan: Performance management involves setting performance standards, evaluating employee performance, and providing feedback to help employees improve their skills and achieve their goals. A performance management plan should be developed to ensure that employees are aware of the performance standards and are provided with feedback on their performance.
• Develop a compensation and benefits plan: A compensation and benefits plan should be developed to ensure that the company is offering competitive compensation and benefits packages to attract and retain top talent.

Organizational Structure

The organizational structure refers to the framework of roles, responsibilities, and relationships within a company. The structure should be designed to support the company’s strategic goals and should be flexible enough to adapt to changes in the business environment.

There are several types of organizational structures, including:

1. Functional Structure: This type of structure groups employees by function or department, such as finance, marketing, or operations.
2. Divisional Structure: This structure groups employees by product line, geography, or customer segment.
3. Matrix Structure: This structure combines elements of both the functional and divisional structures, with employees grouped by function and product line.
4. Flat Structure: This structure has few levels of management and emphasizes collaboration and teamwork.
5. Hierarchical Structure: This structure has many levels of management, with each level having more authority than the one below it.

Organizational Systems

Systems refer to the processes, procedures, and technologies that support the company’s operations. Systems should be designed to be efficient, effective, and adaptable to changes in the business environment.

There are several types of systems that a company may need, including:

1. Financial Systems: This includes accounting and financial reporting systems, as well as budgeting and forecasting tools.
2. Information Systems: This includes systems for managing data, such as customer relationship management (CRM) systems, enterprise resource planning (ERP) systems, and supply chain management (SCM) systems.
3. Human Resource Systems: This includes systems for managing employee information, such as payroll and benefits administration, performance management, and training and development programs.
4. Operations Systems: This includes systems for managing the production process, such as inventory management, quality control, and supply chain management.