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Business Plan

Summary of postings

Business Plan	Heather Chadburn	20 Sep 05
Re: Business Plan	Jean Pattison	27 Sep 05
Re: Business Plan	Heather Chadburn	28 Sep 05
Re: Business Plan	John Shenton	8 Nov 05
Re: Business Plan - the people factors	Mike Morrison	24 Oct 07
Re: the people factors - analysis	Mike Morrison	19 Jan 08

Details of postings

Business Plan	Heather Chadburn	9/20/2005 1:45 PM
I've been asked to contribute to a business plan and my section is "people". I've included targets such as: keep churn rate <10% 100% performance review ensure every member of staff has training in safety and soft skills. plus a few others. Does anyone have any other ideas. Thanks Heather

+ Re: Business Plan	Jean Pattison	9/27/2005 11:40 AM
Heather I would recomend that you look at the following on your business plan as well:- * Reducing sickness and absence (always a problem to most companies!) * Retention figures - comparision on last year to this year * All staff receiving performance reviews showing how this runs in line with business objectives * Ensure all staff have induction training, basic health and safety, manual handling and competency skills in their basic jobs (and any other training that your Company thinks is a basic requirement to do their job) * And if this is your first business plan, how about a chuff chart, to find out what problems you actually have on site, that you would like to address in the next 12 months. Good luck jean
++ Re: Business Plan	Heather Chadburn	9/28/2005 10:00 AM
Thanks Jean, do you have an example of a 'chuff chart', if so, could you email a template to heatherchadburn@yahoo.co.uk Many Thanks Heth
++ Re: Business Plan	John Shenton	11/8/2005 4:19 PM
Several other areas come to mind that might help and they all start with matching people to job roles. This will ideally start with re-assessing job descriptions to ensure they still meet the needs of the business. Once the department heads are agreed the jobs that need doing are adequately described, then you can move on to the hard and soft skill requirements for every job role. One way to assess an existing team is to anlayse those who find it easy to complete their job functions and to measure these against those who struggle. You may find more information on this under "Benchmarking." By matching the right people to the job profile, performance measurement can now pick up on small areas for improvement for each individual that should align directly with business growth plans that will move HR directly in line with bottom line profit. The areas for improvement for each individual now form part of a much tighter training needs analysis which can be budgeted for directly against business performance improvement. This will mean that appraisals now shift from annual to quarterly with ongoing reviews against smaller but much more specific targets. Tools now exist that allow managers to become much more "objective" about staff perfomance, allowing staff and managers to agree on areas for improvement, thus improving staff commiitment and hopefully lowering attrition.
+++ Re: Business Plan - the people factors	Mike Morrison	10/24/2007 12:47 PM
Hi It is 'easy' to come up with some 'glib' people statements, have you conducted a PESTLE analysis or a SWOT to help position where you are and potential issues? Some people use cultural surveys or business diagnostic tools to help orientate. The Business Link site is worth exploring, as it has a lot of excellent free business planning content
++++ Re: the people factors - analysis	Mike Morrison	1/19/2008 11:10 AM
Additional information can be found at the CIPD links below: PESTLE analysis SWOT