HR Strategic Planning

HR Strategic Planning
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Table of Contents
Introduction......................................................................................................................................3
Stage 1..............................................................................................................................................3
Strategic Human Resources Action Plan................................................................................3
Stage 2..............................................................................................................................................5
Implementation strategies for achieving objectives...............................................................5
Stage 3..............................................................................................................................................9
Plan.........................................................................................................................................9
Conclusion.....................................................................................................................................14
References......................................................................................................................................15
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Introduction
Human beings are called fundamental resource for any organisation. Management of
Human Resource (HR) is handled by HR Department which undertakes functions like human
resource planning, recruitment, selection, training and orientation, motivation, maintaining
employee relations, etc. (Armstrong, 2016) Strategic HR planning serve as an important
component of HR management as it establishes a link between strategies, goals and objectives of
company and personal ambitions of employees.
Strategic HR planning is the process of identifying human resource requirement of an
organization and making plans and strategies for meeting out those requirements. Below
mentioned plan is prepared for Lonsdale Fitness, Melbourne. It is expecting to have an increase
in members and at present workforce conditions, looks understaffed to accommodate new
clients. The strategic plan is thus prepared with a proposal to recruit new full time and part time
personal trainers.
Stage 1
Strategic Human Resources Action Plan
Action Plan
HR action plan is the plan developed by HR department in accordance with strategies of
the company to fulfil the manpower requirement. It is a systematic process which includes
analysing present staff strength, forecasting required staff demand, creating a balance between
present and forecasts and then developing plan that is in congruence with the company’s goals.
Business environment and conditions are always clouded with uncertainties. After
months of uncertainty due to pandemic, situations are improving and businesses are picking up
again (Arora, 2016). People are increasingly becoming aware of maintaining their health and
fitness. This has opened new opportunities for companies in fitness industry. Melbourne
franchise of Lonsdale Fitness is also picking up business after a while of slow down and is now
eyeing on opportunities to increase their business resources. It is expected to have an increase in
clients and the present trainers and other workforce are unable to provide services to new clients.
Thus, a projected planning report is being prepared to present an action plan to address the issue
of increase in workforce and other infrastructure issues to Board of Directors.
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Plan type: Plan to hire additional staff to support growing business
Current: September, 2020
Issues Comments
1. Limited physical
infrastructure
Post Pandemic situation, business is picking pace again. Physical
infrastructure is limited and cannot accommodate much more.
Need to expand infrastructure to grow business further but
considering uncertain business conditions, capital investment is
risky.
2. Lack of trainers for
new clients
Present staff cannot accommodate more clients. So, new staff
needs to be hired. It is to decide whether all full-time trainers
would be necessary to hire or a mix of full time and part time
trainers would make up the appropriate staff mix.
3. Overburdened
training coordinator
Accomodating many people in a limited infrastructure requires co-
ordination and management (Brewster, 2017). Present co-
ordinator is already overworked. Require additional help staff or
new coordinator.
4. Lack of aggressive
business marketing
More and more people are being fitness aware and this presents
good business growth opportunity. Company shall formulate new
promotion policies and strategies and hire full time sales force
which targets to increase business of the company.
5. Sloppy customer
response
Lonsdale is getting lot of inquiry calls from possible clientele
daily but in absence of timely response from receptionists does not
get converted into clients. This is making double harm for te
business i.e. Lonsdale is missing prospective client while
competitor is gaining client, business and market.
6. Slow accounting
process
Accounts manager is busy arranging accounts of present clients
and will be so overburdened with work if new clients’ accounts
would be handed over. Company needs to develop some ingenious
membership offers that would be both lucrative to customer and
easy for administering to company.
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