We’ve all heard the adage 'If you fail to plan you plan to fail'.
Well - this saying really hit home last week when we were in the midst of the Currowan Bushfire on the NSW South Coast.
To date the fire has burnt over 85,000 ha – and is still burning out of control. It’s by no means the biggest in our state at the moment but it certainly had impact.
We had a plan – in fact my husband and I had sat down in November and put together Plan A, B and C.
Plan A was to leave – and that’s what we did.
It was emotional but it was our plan. And we stuck to our plan.
The fire came within 12 meters of our house and burnt a third of our property - and here’s the catch. The planning we had done throughout the year helped towards saving our house. That combined with the incredible efforts of the firefighters that came to our aid and the efforts of our neighbours that stayed.
We spend all winter clearing the undergrowth, getting the place as fireproof as we can – just in case. We plan ahead.
A few days ago a client of mine called and asked if I could come in before Christmas and brainstorm some strategies around his HR needs as he is in expansion mode and would like to have a plan ready to go in 2020.
His comments made me think of the bush fire planning we had done and how lucky we were. How close we had come to losing our home.
I’m thrilled to be sitting down with this proactive person and designing an HR Plan that will take him into the future.
What’s your plan?
Strategic Human Resource Planning identifies current and future needs for businesses to achieve their goals.
Starting the process of Human Resource Planning needs careful attention. It needs to be done well.
In its simple form it's called foresight - rather than get caught out with hindsight.
Foresight is a valuable process which will ensure that the employees you currently have, match well with the tasks which need attention, integrate into your company and culture, and feel at home.
When creating your Human Resources Plan, there are 4 steps which are integral. All important
STEP 1: Analyse company objectives and HR needs
Questions to ask include what growth or decline is expected? How might this impact the workforce? What are predicted sales for the forthcoming year?
ACTION – Create a strategic plan for HR and ensure it aligns with company culture and objectives.
STEP 2: Determine recruiting strategy and evaluate current human resources
Questions to ask include what type of positions maybe created in the future and what positions maybe phased out?
ACTION – Create a performance evaluation strategy and implement it across the organisation.
STEP 3: Predict needs
Questions to ask include what type of skills does my current workforce have and what will they need? What will I need in future recruits?
ACTION – Gather data to predict the future staffing needs of the business
STEP 4: Planning training and development
Questions to ask include what type of skill shortages will we come across and what type of training does the workforce need. What do individuals need?
ACTION - Carry out a skills analysis and identify gaps in training and development
With careful planning and the right mindset, any company can benefit from the positive changes which an excellent human resources plan can bring about. Change however is something which not everyone is comfortable with, so it’s important to approach new implementations with sensitivity and care, this will result in a workforce which feels part of the new strategies and not subject to them.