O R GA N I Z AT IO N H E A DI N G H E RE

O RG AN I Z AT IO N N AM E
H U M A N RE S O U RC E
M AN AG E M E N T AN D
DE VE LO PM E N T P L A N

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 C O M PA N Y X H U M A N R E S O U RC E
MANAGEMENT AND
D E V E LO P M E N T P L A N

E X E C U T I V E S UM M A RY

A
s COMPANY X continue to pursue its objectives, the need to establish
a more strategic HR Development Plan that responds to the
organization’s need to achieve its business objectives amidst
increasingly difficult economy becomes apparent. HR Management and
Development Programs are important in keeping the employees aligned with
the goals of the organization. It helps attract the needed talents and keep
them motivated in pursuing performance excellence. The main purpose of
this plan is to equip managers with tools and devices that will help them
make informed decision in hiring, training, career planning, promotion,
performance management and other HR-related activities. In order for this to
happen, there has to be close coordination between HR and Line
management in order to make sure that whatever plan is made, it will help
line managers lead their respective teams better. A Properly written HR
strategy also takes into consideration, all the appropriate laws on
employment so as not to have any problem concerning unfair labor practices.
It is also necessary for the policy to contain detailed and implement-able
procedures on key policies. It helps people understand these policies and
motivate them to refer to it and abide by it.

This proposed plan aims to help COMPANY X develop all the necessary
strategies, policies and systems to help them achieve the aforementioned
goals. This initiative shall contain the following:
 Recruitment and Selection
 Training and Development
 Career and Succession
 Performance Management
 Employee Compensation and Benefits
 Human Resource Information System

PROGRAM OBJECTIVE

 Develop and implement a Strategic Human Resource Development

Plan for COMPANY X
 Equip Line Managers with HR Tools they can use to manage their
teams

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 TA B L E O F C O N T E N T S

EXECUTIVE SUMMARY...................................2

PROGRAM oBJECTIVE....................................2

Table of Contents..........................................4

General Strategy...........................................6

HR philosophy, Principles and objectives......9

HR Subsystems and Strategies...................10

Recruitment and selection..........................10

Overview....................................................10

CURRENT SITUATION..................................10

Proposed Actions (see samples below).......10

Investment.................................................11

Training and development..........................11

Overview....................................................11

CURRENT SITUATION (see sample situation)11

PROPOSED ACTIONS...................................12

Investment................................................12

Performance Management..........................12

Overview....................................................12

CURRENT SITUATION..................................13

PROPOSED ACTIONS...................................13

Investment.................................................13

Employee compensation, welfare and benefits..............................................14

Overview....................................................14

CURRENT SITUATION..................................14

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Proposed Action..........................................14

Investment................................................14

Career and Succession planning.................15

Overview....................................................15

CURRENT SITUATION..................................15

Proposed Action..........................................15

Investment.................................................15

Human resource information system..........15

Overview....................................................15

CURRENT SITUATION..................................16

Proposed Action..........................................16

Investment................................................16

Action Plan..................................................17

Deliverables................................................17

TIMELINE.....................................................17

A little information about exeqserve...........19

Copy right and Disclaimer...........................19

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 GENERAL STRATEGY

1. Alignment of all HR Activities with Strategic Organizational direction

HR shall play a significant role in contributing to organizational success by
participating in strategic planning activities. HR should be able to identify
the needed adjustments in HR strategies to make them responsive to the
needs of the organizations. These adjustments should reflect in how HR
sets up its strategies for recruitment, training, performance management,
career and succession planning, employee compensation and benefits
design and HRIS implementations.
2. Review of HR Structure
Current HR Structure is designed for transactional activities. Now that HR
is transforming to a more strategic role, there is a need to review and
make necessary changes so that it can cope with its new role. We need to
clarify if HR functions like recruitment; training, competency assessment,
etc. should be centralized or decentralized.
3. Partnership and collaboration between HR and Line Management
We recognize that any HR initiative is only valuable if line management
finds it useful. HR shall work towards this end by partnering with line
management from the identification of needed HR tools to their
implementation. HR shall follow an iterative process in developing these
tools. Line managers will play the important role of giving their inputs and
participating in training to ensure that they have complete appreciation
and understanding of the use of these tools.
4. Creation of COMPANY X’s HR Philosophy and Principles
The Organization’s HR Philosophy and Principles or the organization’s
statement of its beliefs or attitude towards its human resources. They
guide the managers in the creation of necessary policies and in their HR-
related decision making.
5. Implementation of an Integrated HR System
A holistic HR System demonstrates the links
between and among subsystems namely;
recruitment, performance management,
training, career planning and compensation
and benefits.
5.1. Recruitment Strategy
5.1.1. Uses competency models to find the
right people for the job
5.1.2. Identifies competency gaps that maybe
Rec
used as one of the focus for performance
management and training
5.2. Performance Management S
Pro
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 5.2.1. Sets expectations on competencies that must be demonstrated
to ensure delivery of expected results
5.2.2. Identifies competency gaps that maybe used for the
development of training and development interventions
5.2.3. Used to assess readiness of staff to move to the next level in the
organization
5.3. Career and Succession Planning
5.3.1. Uses the competency models needed to move incumbents up in
the organization.
5.3.2. Describes the necessary training at each level thereby providing
incumbents with a roadmap for traversing their way through the
organization.
5.4. Training and Development
5.4.1. Offers the necessary competency development to succeed in
current roles and in moving up in the organization.
5.4.2. Also provides the necessary assessment of readiness to move
up to the next level.
5.5. Compensation and benefits
5.5.1. Rewards the demonstration of desired competencies
5.5.2. Rewards good performance
5.5.3. Attracts people with the right set of competencies.
5.6. Human Resource information System
5.6.1. Provides managers with all relevant information to make human
resource management-related decisions.
6. Change Management
6.1. In order to ensure effective implementation of the programs the
following measures shall be employed
6.1.1. Iterative strategy – Consultant together with HRD shall consult
with line managers or their representatives through out the
change process to ensure usefulness of all HR management
devices.
6.1.2. Development of Risk management plan to ensure that potential
negative impacts of changes are identified and managed.
6.1.3. Development of Communication plan to ensure that there is
back and forth communication between employees and the
program proponents. This is essential to the success of any HR
program. It also ensures that employees are not only aware of the
new expectations but also equipped to contribute to the new
program according to expectations.
6.1.4. Program proponents will use orientations, workshops and
comprehensive training to ensure that managers do not only
appreciate the new programs, they actually know how to use
them.

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 6.1.5. Regular program evaluation to ensure continuous improvement
of HR subsystems shall become component of all HR strategies,
policies and procedures.
7. Restructuring and retooling of HR personnel in order for them to
demonstrate the needed competencies for performing their role
effectively.

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 H R P H I LO S O P H Y, P R I N C I P L E S A N D O B J E C T I V E S

Consistent with its Mission Statement, COMPANY X believes in creating, developing and
sustaining a well-rounded, highly qualified and competent workforce for performance excellence
and service delivery.

To achieve this, COMPANY X will be guided with the following Principles:

1. Help people realize their potential to achieve excellence in performance and service
delivery

2. Uphold integrity and transparency in the organization and concern for the interests of its
people

3. Initiate and respond to change

4. Practice fairness, meritocracy and physical, mental and spiritual fitness
5. Recognize and promote the aspirations of its people, especially the rank-and-file

6. Nurture and ensure respect for the individual

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 H R S U B S Y S T E M S A N D S T R AT E G I E S

Key Result Area Key Performance Goal

Indicator
RECRUITMENT Timeliness of delivery 100% delivery of
AND request on deadline
SELECTION Job fit Improve success rate
of new hires

OVERVIEW

Recruitment and Selection is an important organizational activity. Knowing

the type of person to hire, finding them and hiring them are critical to the
success of the organization.

Recruitment and Selection is driven by a manpower plan. Manpower

planning is the process of analyzing the organization’s human resource needs
under changing conditions and developing activities necessary to satisfy
these needs. It is a dynamic management process of insuring that at all times
the company or its units has in its employ the right number of people, with
the right skills and assigned to the right jobs where they can contribute most
effectively to the productivity and profitability of the company. Recruitment
and selection is concerned with the efficient acquisition and maximum
utilization of the company’s human resources in order for the company to
attain its goals and objectives.

CURRENT SITUATION
1. Write your current situation here

PROPOSED ACTIONS (SEE SAMPLES BELOW)

1. Enhance Resume database
1.1.Establish linkage with Universities and Colleges Placement
Office
1.2.Develop “on-the-job” training design with schools
1.3.Attend job fairs and on-campus recruitment
1.4.Attend to University Career Orientation Programs
1.5.Explore new technologies in candidates sourcing i.e., web and
social media
1.6.Create the COMPANY X Talent Bank
2. Enhance recruitment process by doing the following:
2.1.Institutionalize the Competency-based Recruitment system
2.2.Conduct training on BEI and the use of its tools

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 2.3.Propose budget and procure the Psychological /Personality
Tests
2.4.Update the COMPANY X Recruitment Program
3. Revisit and update the COMPANY X Merit Selection plan to
strengthen internal control and compliance
3.1.Draft the Activity Plan
3.2.Hold / conduct the Writeshop
3.3.Finalize the Writeshop outputs

INVESTMENT
1. List potential expenses here

Key Result Area Key Performance Goal

Indicator
TRAINING AND Effectiveness of Develop Competency
DEVELOPMEN Training, Based and Functional
T Competency Levels Training and
Certification Program

OVERVIEW
Critical to COMPANY X’s success is the ability of employees to deliver
products and services that meet the ever-changing needs of the
clients. In order to do this, employees must be competent in their work
and capable of adapting to changes brought about by advancement in
processes and technology. Promoting a culture of quality and
customer orientation also requires that employees are properly
equipped to meet and exceed standards.

CURRENT SITUATION (SEE SAMPLE SITUATION)

1. Training programs are not need-based
1.1.There is no comprehensive TNA
1.2.Ongoing training programs are not competency-based (mostly donor
driven/self-solicited)
1.3.Appropriate types of training programs are insufficient (eg, in-house,
general programs, need-based, etc.)
2. Lack of guidance from HR
2.1.List of trainings not available/ updated
2.2.Late announcement of trainings available
2.3.Training for next in rank is not strictly observed
3. Weak executive support
3.1.Lack of appreciation from the COMPANY X management (as a whole)
on the importance of HRD & M

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 3.2.Limited budget allocated for trainings (not a priority because of
austerity measures)
3.3.Submission of job profiles/ TNA from line managers not reinforced
4. No monitoring for impact evaluation
4.1. Value generated from training is not clear
4.2. No monitoring and impact evaluation of training results
4.3. Echo training not conducted
4.4. HR unable to strictly monitor scholars’ service obligation

PROPOSED ACTIONS
1. Write your proposed actions here

INVESTMENT
2. List potential expenses here

Key Result Area Key Performance Goal

Indicator
PERFORMANCE  Level of employees’  100% aware of their
MANAGEMENT awareness of their performance Goals
performance goals
 Timeliness and  Timely monitoring
accuracy of and action on
performance performance
monitoring system
 Level of  Develop Effective
performance Performance
improvement Appraisal Strategy
 Increment in  Establish Incentive
performance after scheme that is tied
implementation up with productivity,
quality and cost
savings.

OVERVIEW
Performance Management Systems contribute a lot to organizational
effectiveness. A properly conceived system used by thoroughly trained
managers will help individuals align their actions with the goals of the
organization. It will also help managers identify needed intervention to
help their staff acquire the necessary competencies to do their jobs
better.

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CURRENT SITUATION

1.1. Write your current situation here

PROPOSED ACTIONS
1. Write your proposed actions here
1.1. Review COMPANY X Awards and Incentive System
1.2. Incorporate performance-based incentives
1.3. Issue Office Circular on Revised NAIS
1.4. Seek CSC approval

INVESTMENT
1. List potential expenses here
o

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 Key Result Area Key Performance Goal
Indicator
EMPLOYEE Employee Develop program
COMPENSATION, satisfaction rating for Company X-wide
WELFARE AND activities aimed at
BENEFITS improving
relationship and
promoting
employer-employee
cooperation towards
productivity, quality
and profitability

OVERVIEW
This subsystem covers employee compensation welfare, safety,
relations and benefits. Employee satisfaction is an important HR
metric. As the saying goes, happy employees are productive
employees. They are also the ones who stay and serve the
organizations longer. Towards this end, HR needs to devise ways to
ensure that employees feel that they are take care of and their
concerns are properly addressed.

CURRENT SITUATION
1.1.Write current situation here

PROPOSED ACTION
1. Write proposed action here
2.

INVESTMENT

Key Result Area Key Performance Goal

Indicator

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 CAREER AND Internal placement Ensure minimal
SUCCESSION fill rate disruption due to
PLANNING employee
movement by
developing and
implementing a
career and
succession plan.

OVERVIEW
Having a functioning succession and career development strategy
helps an organization prevent disruptions when supervisory or
managerial positions are vacated. Through this plan, managers are
able to prepare employees to succeed when they assume higher
responsibilities. It also helps employees create a clear path towards
their desired position in the organization.

CURRENT SITUATION
1. Write your current situation here

PROPOSED ACTION
1. Write your proposed action here

INVESTMENT
1. List potential expenses here

HR Sub System Key Performance Goal

Indicator
HUMAN RESOURCE Speed of retrieval Improve existing
INFORMATION Accuracy of HRIS to respond to
SYSTEM information the needs of the
Ease of use organization

OVERVIEW
HRIS or Human resource Information system helps managers perform HR-
related functions in a more effective and systematic way using technology. It
is the system used to acquire, store, manipulate, analyze, retrieve, and
distribute pertinent information regarding an organization's human resources.
Human resource and line managers require good human resource

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information to facilitate decision-making related to recruitment and selection,
training, career and succession planning, performance management,
managing employee benefits etc.

CURRENT SITUATION
1. Write your current situation here

PROPOSED ACTION
1. Write your proposed action here.

INVESTMENT
2. List potential expenses here

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 ACTION PLAN

Note: Timeline is just an estimate. Actual delivery may vary depending on availability of information and
resources

DELIVERABLES TIMELINE

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
Recruitment and Selection
Create an enhanced COMPANY X Talent Bank by doing the following:
DELIVERABLES TIMELINE

JAN FEB MAR APR MAY JUN JUL AUG SEP OCT NOV DEC
 A LIT TLE INFORMATION ABOUT EXEQSERVE

ExeQserve Is a fast-rising Outsourced HR Services company (Search, Training, &

Consulting). It was established last April 23, 2007 with Mr. Edwin C. Ebreo as
President, Roel C. Hernandez, Eden I. Hernandez, Christopher V. Siena, and Benedicto
C. Cruz as Members of the Board. We offer HR-related services such as but not
limited to recruitment, training and HR Consulting. We’ve worked with clients from
various industries.

THE exeQserve PROMISE

Knowledge, skills and attitudes are your employees most important equipment.
Acquiring them however, requires considerable financial investment. ExeQserve can
help you ensure returns on your training investments with programs designed not
only to inform your employees but to equip them with the necessary Knowledge,
Skills, Attitude and Habit (K.A.S.H.) to serve their customers better, to work with each
other and to deliver better results.
When you attend our training we will make sure that you will go home with:

• The necessary mindset for better performance

• New sets of information
• A new set of skills to practice
• New tools in the form of templates, process steps and checklists.
• Guides on how their managers can support the application of their learning

We also offer learning tools for you to improve organizational climate and
effectiveness.
See our line up of training and contact us through the following for more details:

TE L. 328 88 28 / 89 33 199 LOCAL 102 TO 1 08

F AX: 32 88 828 / 8 93 319 9 LOC AL 10 3
EMAIL : CU STOM ERC ARE @EXE QSER VE .C OM
URL: WWW.EX EQ SE RV E.CO M

COPY RIGHT AND DISCLAIMER

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License. To view a copy of this license, visit
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You are free to use this document or do what you want with it for whatever
purpose it may serve.

This document template is written by Edwin Ebreo for ExeQserve

Corporation. The information provided in this document is just an example
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