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Who has experience of HR Cycles integrated into Business Plans?


Looking for information on companies/individuals who have introduced a rolling 12 month/2 year HR cycle i.e. ManagementPay, Employee Satisfaction, Succession Planning, Recruitment, Training initiatives as part of the overall Business Planning Process. I understand that GE (General Electric) have introduced something along those lines but I am struggling to get information around it. Any help/contacts gratefully received.
Louise Harding

One Response

  1. Integrated HR Cycles and Business Plans
    I have experience of integrating the HR cycle into the business plan by producing what was termed as a People Plan. This document detailed what people activities needed to take place, such as Perfromance Management Reviews, Salary Planning and Learning Needs Analysis. In this document we outlined who needed to do what and when i.e, HR would provide documentation and train managers and the managers would complete the reviews etc. etc.We then set the management teams objectives (in line with their business objectives) to launch the People Plan to their teams. This ensured there was commitment throughout the middle managers and the other employees knew what to expect when.

    I found this to work very well because the HR aspects of a managers role tend to get missed when talking about their own roles which given the amount of time they take up often meant their business objectives could suffer as a result. By combining both we were able to gain commitment from all concerned by being realistic about the work involved and the timing of this work in ilne with the pressures of the business.

    Hope this helps in some way.

    Toni Naylor


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