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your company growth largely depends on the quality of people you will attract to your team in many cases HR planning goes little further than an organizational chart and an hourly rate chart for the various positions NBS business solutions presents a qualitatively different approach to HR planning which incorporates human capital development into its comprehensive business planning models since hiring an employee is a complex and expensive effort every new position in your company should be carefully scrutinized against an opportunity to outsource it or automate the job required expertise should include not only technical skills but also communication ability and overall attitude all positions have to be incorporated into the communication plan absence of such plan leads to ever-growing paperwork and a tendency toward staff inflation offered compensation is by far the most important part of the job description it provides important input for the financial plan and it sets a foundation for employees motivation to often new employees are underutilized because there is no work place for them hence a job description should include specification of all necessary equipment such as shovel computer or an extra office space hiring headhunters to hire your staff should be your last resort your company should constantly seek potential job candidates profile them and keep records of these activities in this case by the time you introduce a new opening for the market you will have a pool of pre-screened applicants a calendar of such activities is a very desirable component of the HR plan if you feel you must give a test to your applicants during an interview please do what is far more important however is psychological profiling a person with a good GPA and gloomy attitude should not be hired extending a job offer is the pinnacle of the negotiation process a well developed compensation plan will make your negotiation position much stronger and save you from overpaying for your key team members a good HR plan should include an outline of orientation procedures in order for employees to understand every member's zone of responsibility performance evaluation requires a carefully planned set of variables which should be measured aside from some obvious factors like revenue generated or volume of production there are some less evident considerations like customer satisfaction or percentage of spoilage the HR plan should explicitly outline such variables for every position or set of positions in order to maintain the high morale among employees evaluations must reflect management objectivity and have clear measurable benchmarks hence the outcome of an evaluation should be predictable for employees last but not least evaluations are a link to the motivational system since constructive feedback enforces employee morale [Music] positive attitude is what makes the difference between a business and the business that's why constructive feedback during evaluations is so important reasonable pay is a key component of employee satisfaction since salary is a major benchmark for choosing an employee you have to constantly monitor your competition and adjust your Pay system ing to the market in the meantime all your changes are to be run through the financial plan in order to be sure that you will still be in business after such adjustments it is equally important to communicate to your employees their growth opportunities seeing a clear promotional path boosts morale and secures company loyalty the promotion path should include a course of preliminary training through participation in this training team members will develop necessary skills along with a loyalty to your company by providing management skills training to your employees you hit several birds with one stone first you evaluate their ability to be a manager prior to promoting them second you develop necessary skills communication skills being primary and you help your people become a better fit for each position such kind of training reduces your demand for the key positions and you reduce your risk of hiring complete strangers boosting technical expertise is also beneficial and those employees that don't fit in managerial positions will create more value for your company performing more complex and responsible jobs constant training is a part of a solid compensation plan and provides an important input for the financial plan you