Microsoft Word - APAM-2 4.1.doc

Table 4.2 Human resource planning matrix

Policy areas Human resource areas Objectives and targets

Productivity

management

Systems and procedures, job

designs, motivation, technology

Increase per capita workload for project staff by 10%

Management of

human resources

Recruitment

Promotion

Transfer

Retirement

Redundancy

• 5 fully trained nurses by June 2012


• 15 staff in grade B to be promoted to Grade A by
  June, 2012


• No more than 5% of staff will be allowed to transfer
  by December, 2011


• 10 staff who reach retirement age by December, 2011
  be offered one year employment contract


• 20 staff to be offered terms for voluntary redundancy
  at least 12 months before they are required to depart
  Management of
  training and
  development

Initial training

Skills upgrading

Management development

• At quarterly intervals in 2011, fully trained clinical
  officers recruited from the labour market to be given
  one week training on the role of Roman Catholic health
  projects in spiritual life.


• 5 Doctors to be retrained in a three month course in
  parasitology by June 2012


• 15 project coordinators to be identified for promotion
  to senior management in December 2011 and individual
  development plans to be agreed by June 2012

The management

of environmental

factors

Remuneration and benefits

Conditions of service

Management of staff relations

• 5% pay rise to be awarded to all staff by July, 2011
  provide 5% of the monthly salary as hardship allowance


• Introduce 2 year rather than 1 year terms of employ-
  ment contract by January, 2012


• Introduce a staff-management meeting every 3 months
  by December, 2011

Accommodation

and equipment

Plans to ensure that accommoda-

tion and equipment provisions

are coordinated with personnel

plans

1 modern X - Ray machine to be purchased by June

2011

Sources of human resource planning data

What type of information is necessary for human resource planning and where do you
get it? The data for human resource planning is obtained from different sources but
mainly from the organisation and individuals. The data from the organisation includes,
vision, mission, strategies, objectives, activities, resources and the time scale of the stra-
tegic plan. The individual employee data covers, the name, date of birth, permanent
address, gender, marital status, academic qualifications, professional qualifications,
training, job location and the history of their career development as well as current sta-
tus. Other useful data will include reward packages, terms of service, and working envi-
ronment. Baseline data on these areas will be useful not only in forecasting demand and
supply but also in supporting specific decisions to be made and strategies to be adopted
in the implementation of the human resource plan.

Human resource planning and budgeting

If human resource planning is to be effective, an extensive exchange of information will
be needed between line management, personnel specialists, financial managers and sen-