The document outlines steps for creating an HR plan, including analyzing current issues, capabilities, culture and gaps. It discusses determining priorities and a plan by focusing on high impact initiatives. Finally, it addresses the capabilities and organization needed in HR to implement the plan, such as roles, communication, and people analytics.

1. Making an HR Plan
March 1, 2018

2. The HR Plan
A. What is the
strategy?
A’. What
are the
current
issues?
B. What are the
capabilities need to
strengthened?
• Leadership
• Technical/Functional
• Operational
C. What is the required
culture, to avoid issues
and to be successful?
D. What is
the gap
with the
current
situation?
Clever use
of
People
Analytics
E. What are the
priorities?
What is the plan?
• Focus!
• Preference for high impact/
low effort initiatives
F. What capabilities and what
organisation are needed in HR to
implement the plan?
• Mission/ vision
• Roles & responsibilities
• External partners
• Program/ project mgt
• Communication
• Measurement
• HRIS
Recruitment/
Selection
Staffing/ Succession
Mgt
Training/
Development
Talent Development
Performance Man
Compensation &
Benefits
Internal
communication
HR Trend
Scan
Clever use
of
People
Analytics

3. 3
A. What is the
strategy?
What are the
current
issues?
B. What capabilities need to be
strengthened?
• Leadership
• Technical/Functional
• Operational
C. What is the required culture,
to be successful?

4. 1b. What is our strategic focus?
4

5. 1c. capabilities
• what is strong? • what needs to be strengthened?
5

6. 1d. culture
• from: • to:
6

7. D. What is the
gap with the
current situation?
E. What are the priorities?
What is the plan?
• Focus on most burning issues
• Preference for high impact/ low
effort initiatives
Clever use of
People
Analytics
B. What capabilities need to be
strengthened?
• Leadership
• Technical/Functional
• Operational
C. What is the required culture,
to be successful?

8. 8

9. 9
HR Trend
Scan
(hrtrendinstitute.com)
Clever use of
People
Analytics
Recruitment/
Selection
Org Design
Talent
Development
Staffing/
Succession Mgt
Compensation &
Benefits
Training/
Development
Performance Man
Internal
communication
Worplace Design
Work Exprience Do nothing ................
Clever use of
People
Analytics
Clever use of
People
Analytics

10. HR actions future
10
Recruitment/Selection
Staffing
Training/ Development
Talent Development
Performance Man
Compensation &
Benefits
Internal
communications
Org Design
Capabilities Culture

11. 9 trend
areas
Short desciption
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
Individualisation | More generations in the workforce
Making fun is serious business
Purpose before pecunia
Increasing speed: fast eats slow
From Big Bang change programs to small experiments
From intuitive HR to evidence/ fact based HR
Version 3.0 | copyright HR Trend Institute

12. 8 HR major trends for 2018
1. from PTB to EI
2. renewed focus on productivity
3. power to the people
4. the end of fixed jobs
5. learning in real time
6. hospitality and service
7. shrinking HR teams
8. letting go

14. Trend
0
No, we are kind
of ignoring the
trend
1
Yes, we are
doing what
others do
2
We are
innovating
3
We are real
Trend Setters
4
We are far
ahead!
From hierarchy to network / from closed to open
The invasion of smart tech
Globalisation/ Localisation
Individualisation| more generations in the workforce
Making fun is serious business
Purpose before pecunia
Increasing speed: fast eats slow
From Big Bang change programs to small experiments
From intuitive HR to evidence/ fact based HR
The HR Trend Scan | To what extend is your organisation using the trends?
Version 3.0 | copyright HR Trend Institute

15. 15
F. what capabilities and what organisation are needed to implement the
plan?
• HR vs Line Management
• Roles & responsibilities
• External partners
• Program/ project mgt
• Agile working
• Agile working
• Communication
• Measurement
• People Analytics
• HRIS

16. [Include the Company Mission
here”]
“To make the world a better place
with our innovative technologies”
HR Plan
in one picture
(example)
Company strategy
• Growth [most companies want to grow…]
• Develop new services for segment X
• Become less dependent on Oil & Gas clients
• Expand into Asia
• Develop synergies with newly acquired companies
• Divest commodity business
Create One Company X Business Units A and B:
develop new services
targeted at Asian market
Move R&D facilities closer
to key markets (in America’s
and Asia)
Invest in new technologies
by participating in startups in
Europe (Berlin, Amsterdam)
Speed up time to market by
introducing and
implementing more agile
ways of working
Improve sales and
marketing
What is the required culture?
• Entrepreneurial
• Innovative
• International
• Collaborative
• Frugal
What are the people/ organizational capabilities
we need to strengthen?
• Sales and Marketing
• R&D Asia
• Agile way of working
• Collaboration/ NetworkingWhat is
the
gap?
International MobilityCollaboration
Talent for now and the
future
People/ org focus
High Quality HR team (basics in
order, capacity for projects, great
external partners)
Measurement (HR KPI’s, clever tools.
using people data for improvement) )
Strengthening
workforce in Asia
New ways of working
(Agile)

17. pitfalls
• too much HR as starting pint
• doing too much
• too fast
• for everybody
• not working fact based
• losing sight of employees
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