Better Health Association Human Resources Department Name Tactical Plan
Autor: Dylan Barbee • September 1, 2018 • Business Plan • 610 Words (3 Pages) • 724 Views
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Better Health Association Human Resources department name Tactical Plan
Dylan Barbee
MGMT 312 – E1WW
Professor Young
August 25, 2018
Better Health Association Human Resources department name Tactical Plan
Introduction
To achieve our short and long-term goals, we must ensure we bring in the right people for the job. As we bring more individuals in through volunteer and interns we will make sure no person is overworked. While improving the overall health of both our members and our employees through competitive practices to bring in the best people. In doing so we will have each member hired in properly trained and some of the top candidates available.
Better Health Association Mission
To improve the well-being of individuals through health education, counseling and detection screening programs.
Better Health Association Vision
To be the premier provider of state-of-the art health services in the greater central Ohio region.
Strategic Goals for Human Resources
- Secure interns to support the director’s goals by program and event.
- Recruit and train agency volunteers to ensure the expansion of agency and director strategic/tactical goals.
- Oversee all aspects of the hiring of any new staff person necessary for the success of agency goals. Includes: advertising, recruiting, screening and providing overall acclimation to the agency.
SWOT Analysis for Department Name
SWOT Analysis | |
Strengths (internal strengths) Competitive compensation package. Team who enjoys helping and giving back to community. Top tier reputation. | Weaknesses (internal weaknesses) Lack of training package. Intern pay/ Volunteers |
Opportunities (external opportunities) Using online job boards to find employees/interns. Enlist retired communities looking to volunteer and give back to area. | Threats (external threats) New companies that undercut what we offer. Employees leaving for other companies, and better opportunities |
SMART Goals
1st Year | 2nd Year | 3rd Year | 4th Year | 5th Year | |
Achieve a yearly increase in hiring of open positions by deadline. | 52% | 62% | 72% | 82% | 92% |
Maintain Employee retention | 49% | 53% | 59% | 65% | 70% |
Increase individual development completion | 34% | 49% | 54% | 63% | 70% |
Increase promotion from within | 25% | 35% | 45% | 55% | 65% |
Through internal survey get and maintain 75% of positive view of benefits | 55% | 65% | 75% | 75% | 75% |
Increase amount of agency volunteers from previous year | 10% | 20% | 34% | 42% | 50% |
Tactical Plan for Human Resources
My plan for the Human Resources department will be to hire and train reliable, hardworking, professional, and dedicated staff whose beliefs and morals align with our core values. The continued success and growth of our company relies on our volunteer staff and interns, we will work to provide proper training and resource for these individuals to learn and grow. We must have flexible work hours, so we may decrease high turnover and provide exit surveys as to gain insight, so we can remain successful in retaining employees. We will continue to go through the exit surveys to plan each year to increase the retention to comply with our SMART goals (Johnson, 2017). As we retain we will form a comprehensive growth program to help our employees, volunteers, and interns make seamless transitions in the company through individual development programs. By hiring on our volunteer and interns we can move the cost spent looking through applications to the continued training and growth of our entire company.
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