Contents

 

Background of the Company

Vision of the Company

Create better everyday lives for as many people as possible.

Philosophies
When human beings develop a sense of belongingness with the organization, they would be committed to the organization

Plan Details

Key Programmes	Programmes
	Culture (Human Resource Needs)	Strategic Importance: Describe the background of the programme, why it is included as one of the programmes within the HRM Plan, and how it aligns with the vision of the company. A good corporate culture would generate a sense of belongingness to employees that could make their everybody lives a bit/lot better. Building a good corporate culture has been part of the strategies and was given emphasis in the last decade as we transition from shareholder value centred organization to people centred company Programme Objectives: List out the aims of the programme. Be as specific as possible in terms of what the programme will achieve for the department. Programme recommendations: Develop the specific set of actions within the programme that will be carried out. The actions of the programmes, taken together, should be designed to achieve the programme objectives.
	Talent Acquisition (Select Employees)	Strategic Importance: Programme Objectives: Develop a world-class employee onboarding program by 22nd Feb, 2024 Improve Talent Risk Management by 29th of March, 2023 Create and Launch a modern employee hiring portal on our website by 18th of June, 2022 Programme recommendations Develop a world-class employee onboarding program by 22nd Feb, 2024 Benchmark ‘employee on boarding program’ practices of the top 10 companies in Australia Work with an expert to incorporate benchmarked information considering the company’s practices Improve Talent Risk Management by 29th of March, 2023 Conduct a skills assessment in order to generate skills inventory of the current workforce Identify what talents (skills) that are needed by to organization to hire in the future Create and Launch a modern employee hiring portal on our website by 18th of June, 2022
	Training (Develop Training)	Strategic Importance: Programme Objectives:       Programme recommendations
	Staff Relations (Human Resource Needs)	Strategic Importance: Programme Objectives:       Programme recommendations
		Strategic Importance: Programme Objectives:       Programme recommendations

 

 

 

 

 

 

 

 

 

 

 

 

Additional Recommendations:

Programme	Objective	Recommendations
Culture
Talent Acquisition	Objective 1	Conduct a research program that would identify what attracts labour market to an organization.
Training
Staff Relations

 

 

 

 

 

 

 

 

 

 

 

 

Programme 1 – Culture (Human Resource Needs)

 

Strategic Importance:
A good corporate culture would generate a sense of belongingness to employees that could make their everybody lives a bit/lot better.

Building a good corporate culture has been part of the strategies and was given emphasis in the last decade as we transition from shareholder value centred organization to people centred company

Programme Objectives #1:

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #2:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #3:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

 

Programme 2 (Talent Acquisition)

 

Strategic Importance:
Describe the background of the programme, why it is included as one of the programmes within the HRM Plan.

Programme Objectives #1: Develop a world-class employee onboarding program by 22nd Feb, 2024

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities
Benchmark employee on boarding programs of the top 10 companies in Australia	Conduct benchmarking	10/10/2022	Sandu
	Tally and analysis the information gathered through benchmarking	22/02/2023	Karen
	Trial run for the new boarding program	07/07/2023	Sukhmandeep
Work with an expert to incorporate benchmarked information considering the company’s practices
Conduct a research program that would identify what attracts labour market to an organization.

 

Programme Objectives #2:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #3:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

 

Programme 3

 

Strategic Importance:
Describe the background of the programme, why it is included as one of the programmes within the HRM Plan.

Programme Objectives #1:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #2:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #3:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

 

 

Programme 4

 

Strategic Importance:
Describe the background of the programme, why it is included as one of the programmes within the HRM Plan.

Programme Objectives #1:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #2:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #3:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

 

 

Programme 5

 

Strategic Importance:
Describe the background of the programme, why it is included as one of the programmes within the HRM Plan.

Programme Objectives #1:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #2:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

Programme Objectives #3:

 

Recommendations	Specific Actions to Take	Due Date	Responsibilities

 

 

 

Comments from concerned Parties/ Key Stakeholders and its incorporation in the plan

(250 Words)

Stakeholder	Comment(s)	Actions to Incorporate the comments/ rationale for not incorporating

 

 

 

 

 

 

 

Identify Key Driver Programme

(150 Words)

Describe the impact of the programme

Explain how the programme(s), if implemented will have a major impact on helping the department achieve its strategic objectives.

Explain how the programme may also serve as the platform for implementing and reinforcing the other related HRM programmes, e.g. performance management can “drive” the development of competencies, identification of training and development gaps, career development and succession plans.

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