The Human Resource Planning
In a business plan should eventually be the subject of human resources. If a company launches industrial “staff costs” part from the first moment of the cash flow forecasts and assumes full well that “if it takes two operators of such qualifications at this point in the line” this has a cost money and a formal obligations to fulfill.
The issue of human resources in micro-enterprises in services is more difficult because usually the entrepreneurial team is going to work initially, “and then we’ll see if we can hire someone to help us.”
Whether it’s a company of many employees as if we mean a small business, human resource planning can be critical for proper development. A serious bug in this section can have as much impact on the project as an error in the management of financial resources, with the added problem that people here speak of the resulting “emotional charge” that can entail.
Human resource planning must be fully coordinated with other areas of the company. This is important because the reaction rate in human resource issues is lower than in other aspects. If we hire an employee for a sales position but do not take off, we’ll have to wait some months before confirming whether to fire him. But what if then suddenly increase those sales? Will be hired again to another person (and re-form, perhaps).
In a small business, hiring a single employee can pose increased staff costs by 50%, which is a decision that must be meditated. But not having that one employee may prevent service orders, perhaps involving an increase of 100% of sales for that month.
Another issue is to plan not only employees but the number of qualifying and posts them. It is obviously the same, hiring administrative staff to recruit staff directly productive or commercial course. Where to begin? These responses should try to be in a brainstorming exercise in planning human resources and always depending on the overall business strategy. Remember that is not the same to create a business start a business.
Should carefully consider all the activities that take place in the company and from that deduce the necessary jobs, even those who do not yet exist or are being filled with the entrepreneurial team effort. Know that “we need a responsible customer complaints, but then this function can not be assigned eventually to a new employee and should form one of the existing ones.
It should be clear that human resources are available to fill jobs, and not vice versa. Instead of asking how many employees need to ask them to develop activities and must develop and then allocate resources to resolve this issue.
These resources may be economic (eg the services of an external private agency maintains the records), “intangibles” (eg one hour stay in the office every day for the “paperwork”) or, indeed, hire a new employee.