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Feedback is one of your main ways of establishing whether the plan is proceeding correctly. Hopefully, if the research stage has been thorough, the HR delivery plan will have taken account of possible internal and external developments that would affect the implementation of the plan. Internal changes may include: head2rightIntroduction of new technologies head2rightDevelopment of training head2rightIdentification of employee skills and knowledge head2rightDevelopment of business strategy. Regular monitoring and reviewing of the HR plan through feedback will enable you to re-plan if necessary. The sooner that required changes are identified, the sooner action can be taken to adapt the plan accordingly. This may involve a complete review of the plan, almost starting back at the drawing board. However, it is more realistic that feedback will result in the organisation revisiting the contingencies that have already been identified earlier in the strategic HR planning process and it should be a relatively straightforward step to adjust the plans and then continue with the overall implementation. It is clear that regular and effective monitoring and review, and subsequent adjustments to plans are essential parts of implementing the plan.
Page | 55 Activity 3D
Page | 56 3.5 – Obtain approvals to variations in service delivery from appropriate managers By the end of this chapter, the learner should be able to: head2rightCommunicate with managers to gain approval for service changes. Variations in service delivery Senior management support for the plan is important if you need to make changes. Gaining senior management support should not be an after-thought; you should consider it as soon as you begin making variations to the plan. If senior managers have been involved in articulating their vision for the future or the organisation, determining the HR philosophy and values and setting out their HR preferences, then they are more likely to support the plan if they can see that their input has been listened to and incorporated into the HR plan. Senior management support can be obtained by: head2rightWorking with all senior managers to gain an intimate and detailed understanding of the corporate goals head2rightGaining senior management’s input to defining the HR philosophy and values of the organisation head2rightListening to senior managers’ HR preferences head2rightRequesting senior managers’ opinions and advice regarding matters concerning the HR plan head2rightDemonstrating credibility in your own knowledge and expertise head2rightDemonstrating that senior managers’ input has been incorporated into the HR plan head2rightKeeping senior managers informed about any changes in direction that are being proposed and the reasons for this. Senior management support will be needed if obstacles in implementing the plan are predicted. Even if no obstacles are predicted; to have senior management agreement to the plan can pave the way for its successful implementation.