An Introduction to the HR Management Standards for Nonprofits

Module 6HR Planning

Please open this link at the beginning of class

Program Partners

Remember confidentiality as we move forward, please.

Start with a Strong Foundation & Build UP

6. HR Planning

5. Training, Learning and Development

4. Workplaces that Work

3. Managing People and their Work2. Getting the Right People

1. HR Management Standards

Learning Objectives

• Understand how human resource planning contributes to your organization’s success in achieving your mission

• Know the key elements of Standard 6• Be aware of resources that can assist you in

implementing this standard• Be able to your identify next steps to achieve this standard

Do you have an over-all strategic plan for your organization?

What types of HR support do you provide organization wide?

How do you plan for HR requirements organization wide?

Formal HR Planning Process

Intentionally examines the org’s staffing needs using a distinct process:

1. Assessing the existing HR capacity2. Forecasting HR requirements

3. Conducting a gap analysis4. Developing HR strategies to support orgs

strategies

HR Plan

• A roadmap that describes how an org will meet its current and future HR needs based on strategic plans of the org• Systemic and Proactive• Evidence in budgets, contracts, proposals,

policy

Better than basic and informal than no plan at all!

HR Planning

Leads the organization into the future (or not!)

Find the HR Planning Overview on the website

Standard 6

6.1 – The organization has a process for regularly reviewing staffing needs.6.2 – Backup plans are documented to address any key employee leaves of absence.6.3 – Critical positions in the organization are identified and succession plans are established to address any potential gaps.

Standard 6.1

How and when do you do this in your org?(share with the person sitting behind you)

The organization has a process for regularly reviewing staffing needs.

Checklist Activity

1. Complete the Strategic HR Planning Checklist2. Then get in line!3. Let’s debrief

Remember this slide from Standard 2 ?

(# of senior staff) X (annual salary) X 2.5=(#of manager level staff) X (annual salary) X 2 =(# of junior level staff) X (annual salary) X 0.5 =

• Part of the hr planning process• Compare your orgs rate to the industry

standard• Higher than normal turnover rates indicates

internal workplace issues that are not being identified an/or addressed

Turnover

• Poor supervision (#1 factor)• Downsizing• A series of employee departures• Significantly below market compensation• A change in reputation of the organization• Workplaces that are not perceived as healthy

and supportive

Turnover Triggers

Standard 6.2

Backup plans are documented to address any key (critical) employee leaves of absence.

What are the most common leaves of absence?What positions are crucial?

What policies do you have in place?

Basic Requirements• Contingency plan to ensure

continuation of services – your key positions?

QuestionsHire from within? Anyone qualified?

Current job d?Impact on org/clients/funders?

What do we tell our stakeholders?

Brainstorm Activity

In groups of 4: create a list of things your organizations need to do to be prepared

to replace those on your list of key employees.

Identify the first thing you each need to do, who would do it and when.

Standard 6.3

Critical positions in the organization are identified and succession plans are established

to address any potential gaps.

Why is succession planning important?What is in a succession plan?

Activity

On the website find: Succession in Quebec’s Community Sector

Discuss how you would useful it would be in helping you conduct a succession plan.

Where else can you get help?

Online Session Evaluation

Please take a few minutes to complete the session evaluation before leaving:

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http://conta.cc/1fDXXse

Next session: March 19 (storm date March 26 )