HR Action Plan for Addressing Organizational Challenges: BSBHRM501

This report presents a detailed HR action plan designed to address several critical organizational issues. The plan, developed for March 2020, identifies key problems such as lack of proper rewards and recognition, a negative organizational culture marked by bullying, and the absence of a formal appraisal system. It also highlights deficiencies in qualified trainers, skill gaps among employees, and ineffective communication. The plan outlines specific objectives, including developing an effective communication system, adding key personnel like a finance and sales manager, and fostering a sound cross-cultural environment. Strategies involve employee surveys, the establishment of an anti-bullying cell, and revisions to company policies. The plan includes a step-by-step implementation schedule with due dates and responsible parties, covering aspects like recruitment, role reassignment, and the development of a comprehensive appraisal system. The plan also includes a good induction system, networking strategies and various training programs for employees. References from various sources are also included to support the plan.

Plan type: (HR ACTION PLAN)
Current: (March, 2020)
Issues Comments
1 Lack of proper rewards and recognition
2 Lack of a proper organization culture as many of the employees reported that they were
often bullied and they did not really know whom to approach for this situation
3 There is also no appraisal system being conducted in the organization. As a result of this
the employees do not get any updates about any kinds of revisions in their pay scale
4 Lack of qualified and sufficient number of trainers or managers
5 There is also a huge skill gap that is seen among the employees
6 Lack of effective communication is also one of the major aspects being seen in the
organization.
Future
No. Objectives Measures of Performance
1 To develop an effective communication
system in the organization
This will be used by hiring some external
trainers who will be able to initiate a proper
and effective communication system among
the employees. Employees will be able to
make sure that they are able to reach out to
their seniors or their departmental heads as
and when needed.
2 There is the need of one more finance
manager along with the addition of the sales
manager in the month of 12 months.
The company has to ensure that finical
aspects are properly being taken into
account. As the employees have already
complained that they are never able to
understand the alterations or the changes
being made to their salaries, there must be
another financial manager or admin who will
be helping the employees to know about the
salary changes or the alterations like the
extra added benefits, tax rate changes and
others. This in turn will help in checking the
employee attrition rate and they will be able
to focus on an increased amount of ROI as
well.
3 Developing a sound cross cultural
environment and diversity within the
organizational culture
The HR officials must be hiring an extra HR
admin or executive who will be providing
training on the cross cultural aspects. They
must also focus over the formation of an
employee forum or Anti-Bullying cell. This
will help the employees in understanding

about the different cultures and their
respective beliefs. As a result of this,
employees will be assured that they can
reach out to this particular official whenever
they are in any need.

Strategy for Achieving Objectives
Strategies Step by Step Plan Due Date Name
Developing an
effective
communication
in the
organization
a. All the employees must be asked to give in
their opinions and their feedbacks. They will
have to make sure that they are opening up
and freely talking about their issues and
queries
April 2020
Hr
MANAGERS,
CEO
b. After collection of these surveys, the reports
have to be analysed by the other HR
managers but then they will have to take the
same to the CEO.
May Team leaders
c. CEO will then have to take a look over all
the survey results and develop a proper
plan to solve the issues.
June Managers
d. Regular feedback must be taken in order to
know if these are actually benefitting the
employees.
July
Managers,
team leaders
and the
assistant team
leaders
Develop an Anti
Bullying cell
a. HR manager must listen to all the queries
from the employees and try to know from
them about the bullying incidents that have
taken place
August Employees,
managers
b. The HR officials will now be able to get a
clear view of the situation and develop a
proper anti bullying cell with proper
representative heads. This will help the
employees to know the exact head that they
will have to reach out to whenever they are
being bullied
September
Managers,
team leaders
and the
assistant team
leaders
c. All the Acts like Fair woks Act, Anti
Discrimination ct and others have to be
included in the company policies and also
properly updated from time to time
October
HR head
manager,
Operations
manager
d. Begin recruitment process based on the
current needs and the vacancies in the
organization
November Team leaders,
HR officials
Revising and re
assigning
the roles and
responsibiliti
es
a. This is because employees do not know
whom they are reporting. Hr managers have
to take the induction process and various
group meetings where they will be
explaining the roles and responsibilities of
each n every executives, whether the
December HR head
manager,
Operations
manager

existing one or the newly recruited ones.
b. Employees must be asked to collect the
minutes of meeting or the induction and also
be able to ensure that they are now clear
with the exact roles of the departmental
heads
January 2012 HR officials
c. The CEO and operations manager must
ensure that employees are getting a sound
work culture and also they have the full and
detailed information about their salary
scales and the alterations that are actually
being made
February2021 Trainers,
managers
d. Feedback forms must be shared along with
employees and also the respective
managers to keep a proper track of all the
ongoing events
March2021 Managers and
the systems
executive

HR need assessment form

Strategies Strategies Strategies Strategies
Develop a
proper
appraisal
system for
employees
Step by Step Plan Due Date Name
a. HR officials must be trained on how to
keep a eye upon the activities and the
performance of the employees so that
they are able to send their names for
the appraisal meetings
April-June
Developing a
god induction
system
b. They must communicate along with the
respective team leaders before they are
calling the employees for appraisal
meetings
July-august
Networking
strategies so
that there is
free and
smooth flow
of relevant
information
c. Employees must be given the complete
right to speak about their own
achievement and they must be the full
information about the increase in their
pay or the additional efforts that they will
be getting
August-Oct
Taking the
feedback
system from
receivers
Developing an
effective
communica
tion
systems
a. A horizontal communication system
must be developed so that there is a
free flowing communication system and
all the employees are able to reach out
to each other and their managers
without any hesitation
October-
November
Verbal and
non verbal
training for
employees
b. A proper training on the verbal and non
verbal communication system must be
developed so that the HR managers are
also able to communicate with their
employees both in the form of meetings
or via emails and personal chats as well
November-
December
Developing
the listening,
reading and
writing skills
of employees
c. The HR executives have to take the
opinion of all employees and then
reconsider some the officials including
managers of they are actually
incompetent
January 2021-
February
2021
Creating a
friendly,
understandin
g and
receptive
environment
d. Feedbacks have to be taken from the
employees will always help the CEO February
Developing a
right
Tone of
communicati

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