You are a Human Resources (HR) program of one. Based on information learned in this course, create a Human Resources plan of the steps needed to create a one-person HR department. The design of the HR department must correspond to the various dimensions of the organization. For example, if there are multiple customers, products, or locations, then HR needs to support them all. In your paper: Provide a clear and concise summary of the business (name, industry, number of people, etc.). Create a detailed plan by completing the following: Develop a recruitment and selection plan. Design a training and development plan. Design a compensation package for the people hired. Discuss legal issues the company should consider (e.g., the U.S. Equal Employment Opportunity Commission). Develop a performance appraisal system. Provide support from scholarly sources in regards to the decisions made in the creation of the HR department.

QUESTION

You are a Human Resources (HR) program of one. Based on information learned in this course, create a Human Resources plan of the steps needed to create a one-person HR department. The design of the HR department must correspond to the various dimensions of the organization. For example, if there are multiple customers, products, or locations, then HR needs to support them all.

In your paper:

1. Provide a clear and concise summary of the business (name, industry, number of people, etc.).
2. Create a detailed plan by completing the following:
   1. Develop a recruitment and selection plan.
   2. Design a training and development plan.
   3. Design a compensation package for the people hired.
   4. Discuss legal issues the company should consider (e.g., the U.S. Equal Employment Opportunity Commission).
   5. Develop a performance appraisal system.
3. Provide support from scholarly sources in regards to the decisions made in the creation of the HR department.

Writing the HR Plan
The HR Plan

• Must be eight to ten pages in length (not including the title and reference pages) and must be formatted according to APA style as outlined in the Ashford Writing Center. Any exhibits or appendices are also not included in the paper length.
• Must include a title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• Must begin with an introductory paragraph that has a succinct thesis statement.
• Must address the topic of the paper with critical thought.
• Must end with a conclusion that reaffirms your thesis.
• Must use at least five scholarly sources, three of which must be from the Ashford University Library, in addition to the text.
  • The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
• Must document all sources in APA style as outlined in the Ashford Writing Center.
• Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center.

Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.

ANSWER

Creating an Effective One-Person HR Department: A Comprehensive Plan

Introduction

This HR plan outlines the steps required to establish a one-person HR department that aligns with the needs and dimensions of the organization. The organization, ABC Corporation, operates in the technology industry and employs approximately 200 people across multiple locations. This plan encompasses the development of recruitment and selection strategies, a training and development plan, a compensation package, legal considerations, and a performance appraisal system.

Recruitment and Selection Plan

In developing the recruitment and selection plan, it is crucial to begin with a comprehensive job analysis. This analysis will help identify the skills, competencies, and qualifications required for each position within the organization. By creating detailed job descriptions, including essential functions, qualifications, and responsibilities, the HR department can attract suitable candidates. To ensure a robust pool of applicants, a multi-faceted recruitment strategy will be implemented. This strategy may involve online job postings, social media outreach, employee referrals, and partnerships with local educational institutions (Job Analysis – Job Description and Job Specification, n.d.). The selection process will be designed to include resume screening, interviews, skills assessments, and reference checks, ensuring the best fit for each role. Additionally, an effective onboarding program will be developed to familiarize new hires with the organization’s culture, policies, and procedures, facilitating a smooth transition into their roles.

Designing a Training and Development Plan

To address the training and development needs of the organization, a comprehensive plan will be designed. A training needs assessment will be conducted to identify individual and organizational training requirements. Surveys, performance evaluations, and feedback sessions will be utilized for this purpose. The training program will encompass orientation for new employees, job-specific training, leadership development initiatives, and ongoing professional development opportunities. Various delivery methods, such as in-person workshops, online modules, mentorship programs, and external training resources, will be employed to effectively deliver the training. Additionally, a feedback and evaluation system will be implemented to assess the effectiveness of training programs and identify areas for improvement.

Designing a Compensation Package

To attract and retain top talent, the HR department will develop a competitive compensation package. A market analysis will be conducted to determine industry benchmarks and salary surveys, which will inform the establishment of competitive compensation ranges for different positions. The compensation package will include competitive base salaries and a benefits package comprising health insurance, retirement plans, paid time off, and other employee benefits. To motivate and reward exceptional employee performance, performance-based incentives such as bonuses or profit-sharing may be implemented. A fair and transparent system for administering compensation, including periodic reviews and adjustments based on performance, market trends, and internal equity, will be established.

Legal Considerations

Compliance with employment laws is of utmost importance to the HR department. It will diligently familiarize itself with federal, state, and local employment laws, including those enforced by the U.S. Equal Employment Opportunity Commission (EEOC), to ensure full compliance in all HR practices (Lumen Learning, n.d.). Anti-discrimination policies will be developed and communicated throughout the organization to prohibit any form of discrimination based on race, gender, age, disability, and other protected characteristics. An employee handbook will be created to outline company policies, procedures, and code of conduct, ensuring legal compliance and promoting a positive work environment.

Developing a Performance Appraisal System

To assess and manage employee performance effectively, a performance appraisal system will be implemented. This system will begin with collaboratively setting clear and measurable performance goals with employees, ensuring alignment with the organization’s objectives and values. Ongoing feedback will be encouraged, fostering a culture of regular feedback and coaching within the organization. Formal performance evaluations will be conducted at regular intervals to assess employee performance, provide developmental feedback, and identify areas for improvement (Awan et al., 2020). In cases of underperformance, performance improvement plans will be implemented, offering support, clear expectations, and opportunities for growth.To acknowledge and reward exceptional performance, a recognition program will be developed, fostering a culture of appreciation and motivation within the organization.

Conclusion

Establishing a one-person HR department requires a strategic and comprehensive approach that aligns with the organization’s goals and dimensions. By developing effective recruitment and selection strategies, a training and development plan, a competitive compensation package, considering legal compliance, and implementing a performance appraisal system, the HR department can effectively support the organization’s needs. It is crucial to adapt and evolve these HR practices to meet the ever-changing demands of the organization and ensure its long-term success.

References

Awan, S. M., Habib, N., Akhtar, C. S., & Naveed, S. (2020). Effectiveness of Performance Management System for Employee Performance Through Engagement. SAGE Open, 10(4), 215824402096938. https://doi.org/10.1177/2158244020969383 

Job Analysis – Job Description and Job Specification. (n.d.). https://www.managementstudyguide.com/job-analysis.htm 

Lumen Learning. (n.d.). Laws Affecting Human Resource Practices | Principles of Management. https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/laws-affecting-human-resource-practices/