Each year, it is important to create an annual HR plan to guide your people team or human resources department. However, in 2022, it is even more important for HR departments to take into account recent changes, and develop a sound hr strategic plan to take their teams to the next level.
More important than the details of the plan itself is to make sure the company’s mission and vision are reflected within your annual HR plan for 2022. Without clear objectives and a path to achieve them, you may fall short in reaching your company’s goals.
A highly focused and clearly communicated annual HR plan helps to guarantee your HR objectives will be met.
In this article, we will cover the ins and outs of yearly HR planning and provide the key steps to reach your HR goals.
Table of Contents
Table of Contents
What is Meant by HR Planning?
The purpose of a human resources plan is to analyze and evaluate all the elements related to the human resources policy for the coming year.
Everything from staff dynamics, organizational structure, and working conditions to the hiring process and onboarding of new employees.
As there are many aspects of an HR annual work plan, it’s important to first understand the company environment within which you work, as this will greatly affect the HR plan you create. Once you evaluate the company environment, you can then move forward with creating a successful HR plan of action.
Prepare your annual business plan for HR in 2022 and reach all of your objectives.
Map Out Your Annual HR Plan: Evaluate the Company Environment
At the beginning of the year, companies establish a strategic plan, dependent heavily on the human resources department, where the key annual objectives are set. In order to develop a successful annual HR plan, it’s important to take into consideration the company’s policies and procedures, as well as the employee handbook. That way, you can rest assured that the goals and plans of the company are aligned with those of HR.
To reach your HR objectives, you must first know the answers to the following questions:
What Can We Improve on From Last Year’s Annual HR Planning?
Success is simply the result of many failures and tried attempts, all put together. Identifying past struggles and using them as fuel to propel you forward is what leads to success and improvement.
What Expected Challenges Can I Include in My Yearly HR Plan?
When you know what’s coming, you can better adapt and take advantage of the changes, rather than let them take advantage of you. Consider learning about change management techniques to stay in control through the ups and downs. Analyzing the potential challenges is fundamental for preparing your team for what’s ahead. Also, knowing which changes, events and activities are taking place in the coming months, and how they will likely influence your team, allows you to better manage what lies ahead.
What Areas Within the Company Should I Plan to Improve?
Constant evaluation of the state of the company and its staff is crucial to coming up with solutions to improve. With Factorial, for example, you can create human resources reports that display a graphical vision of the company, outlining the required areas of improvement. If used correctly, these charts can also allow you to make visual conclusions about things such as the turnover rate or employee motivation.
Identifying key areas of improvement is one of the stepping stones to a successful large or small business HR plan.
As a result, reaching your yearly objectives is easy when you take the proper steps to first analyze the company’s environment and what you are working with. Clear communication between the human resources department and the company’s management is vital to creating a solid base for your annual human resources plan.
Define Your Annual HR Plan Goals & Objectives
The objectives of the company’s strategic plan are called long-term objectives. These types of objectives help measure the reach and success of the human resources plan. Generally speaking, they can be divided into two categories:
- Explicit Objectives: Focus on attracting and retaining talent, employee motivation, and improving employee engagement. To set explicit objectives in your annual HR operating plan you have to consider employee experience, the onboarding process, career plans, etc.
- Implicit Objectives: Follow the company’s philosophy and help form the company culture. They show the power of the HR department and how it can help improve productivity. In addition, these objectives focus on the work environment and quality of life for the employees while maintaining all labor regulations.
Organize Your Annual HR Planning: Set Team Responsibilities
Once the objectives are clear, both for the company and for the human resources department, it’s time to create your HR plan by reviewing the team responsibilities. Keep in mind, a thorough analysis of what each department will do in order to contribute to achieving the 2022 HR goals is necessary before moving forward.
Following this, the first step in the HR action plan 2022, is to assign a person who will be in charge of creating and implementing the HR plan. For smaller companies, this person will probably be the CEO. In slightly larger businesses, the person responsible is normally the same one who handles all of the human resources-related tasks. Medium-sized companies will look to their HR team; with every member delegated to a specific task, each corresponding with a goal.
Human resources organizational charts are a great way to visually see who is responsible for what, and who reports to who in the company. Using this type of chart is incredibly helpful for your staff planning. They can be also useful to ensure that the HR management to HR employee ratio is in check. Try using a free organizational chart template to have a clear picture of your company’s structure.
These charts are great for displaying the following:
- The structural hierarchy of the company: Directors, managers, intermediate profiles, employees, etc.
- The departments within the company: Marketing, sales, product, human resources, etc.
- Positions to fill: If there are any gaps in the company structure, the organizational chart will make them clear.
Annual HR Staff Planning: Identify Open Positions
Thanks to the organizational chart you can clearly see how many people you need to hire and for which positions. If you want to achieve your objectives for the coming year, you’ll need to have the right team in place.
In your HR plan you will define:
- Which positions are open – Write a detailed description of all the positions to be filled, including the corresponding department, responsibilities, functions, where they fit in the hierarchy, and their workload.
- Define the ideal profile – Here you’ll have to specify the profile of the candidate you are interested in hiring. Clearly outline the level of education you are looking for, the experience level, and the skills required. Based on this, you can decide whether to recruit from within the company if there is an employee that fits the desired profile.
Clearly defining the above details, are important steps to take in your HR plan. Therefore, allow yourself the time to study and analyze your company at each stage of the HR plan creation process.
Start Planning with a Defined HR Policy
Your updated human resources policy must meet the standards and demands of the general HR and strategic plan. The hr policy will also include guides for the HR department, including, but not limited to:
The main purpose of the hiring guide is to assist the HR manager in hiring and onboarding. This guide serves to outline the roles and responsibilities of the employees you are looking to hire. It should contain information on the types of contracts for each position as well. Also, including an HR annual training plan template in your hiring guide is beneficial.
Note: As an HR manager, you will need to decide whether the hiring process will be outsourced or handled within the company. If hiring is done from inside the company, a strategic onboarding process must be established to ensure successful recruitment and retention.
With every new contract you plan on offering, you need to state the details of each. For example, the salary amount, benefits, and economic bonuses. Make sure that what is offered in your compensation guide is in line with your overall Human Resources budget.
Workplace Satisfaction Guide Personal
Taking care of new hires is important, but don’t forget about your veteran employees. Long-term employees need to feel continually valued and supported as well. In your HR plan, you should invest part of your budget for the personal and professional development of each employee in the team.
Investing in employee wellbeing creates greater workplace satisfaction. Providing employees with the right personal development tools for success is key. Employees that feel supported display greater motivation for achieving their own goals and career aspirations.
Inside the HR policy, you should think about including a practical guide from the company. Contained in this guide, would be the company vision and mission, proper conduct guides, and conflict resolution codes
Build Your Annual HR Plan 2022
Now that you’ve gone through all the previous steps, you’re ready to build the best HR plan for 2022.
As you can see, creating the ideal HR plan for 2022 takes time and effort to compile. Unfortunately, a high percentage of small and medium-sized businesses simply don’t have the personnel to create a dynamic HR plan.
Save time creating your Annual HR plan with Factorial!
A solid HR plan is fundamental to achieving company goals. If you don’t have the correct tools to do the job, you’ll end up exhausting yourself creating a plan that will miss the mark in the end.
With Factorial, you can create your human resources plan for 2022 with ease. Build your organizational chart, fast and easy, and see who is in charge of what at a glance. Decide which departments need more assistance or restructuring.
Furthermore, Factorial gives you access to all kinds of human resources reports. These reports help you analyze the state of your company, allowing you to more effectively create the most successful HR plan for the coming year!
Are you looking for a little extra support to streamline your HR processes?
This post is also available in: English UK, Mexican
“Unfortunately, a high percentage of small and medium-sized businesses simply don’t have the personal to create a dynamic HR plan.”
‘personal’ should be ‘personnel’, unless I am mistaken?
A great article otherwise!
Post more! Seriously, I am really digging what you have written so far. I’ve scanned your blog right now for more things to read.
Thanks , this piece was indeed very useful.