Human Resources Management Training Plan

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Executive Summary
Human Resource management involves the development of organization systems and practices for the planning, acquisition, development and utilization of manpower. HR policies must be fair, reasonable and employee friendly. Staffing is a process of recruiting, selecting and hiring new employees. The policy must be to attract best of the talent across the globe. The organization has to use right recruitment, selection, orientation and training strategy to develop a talented pool of human resources. . According to the summit -nation.com effective staffing system consists of five steps:

1. Painting a picture of the ideal candidate
2. Developing a cadre of qualified candidates
3. Screening the candidates
4. Interviewing and checking references
5. Making the hiring decision
http://www.summit-national.com/pdfs/creating_a_staffing_system.pdf.

We have given the job analysis, selection plan, orientation script and training plan.

Introduction
The staffing plan is necessary so that the HR department fully understands the requirements for the team needed to meet this projects' agreed deliverables. The staffing plan will detail the criteria, selection and hiring process for the new resources. HR must be provided the necessary information to staff the project team with appropriate individuals at an acceptable cost.

The goals of the staffing plan are to meet specific time, cost and quality objectives; the result must be a qualified and appropriately skilled project team in place for the start of the project. The coordination of this effort in a documented staffing plan is the most efficient medium with which to meet this target. Also, the correct and adequate staffing of a project from the outset is clearly a major contributory factor in the success or failure of most projects. More and more companies have noticed that good staffing planning can increase productivity and reduce operational costs because of lower turnover rates and reduced transition costs.

Job analysis
Job Analysis is a process to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. (Job analysis)

Thus job analysis provides information about the actual functions that are carried out on job by employees. The job analysis helps the HR understand the nature of each job. This is essential for recruitment where it is important to have a complete job description. In addition, the job analysis helps the HR develop a fair and equitable package of compensation. Moreover, the job analysis helps the HR develop criteria for performance evaluation and implement them correctly.

Job analysis helps the HR to hire correctly, structure the organization in an effective manner and compensate the employees in an equitable manner. Most importantly, job analysis helps the HR to develop a comprehension of each job and the level of skills that are required to do the job effectively.

Job profile is the list of activities or tasks one would be expected to do once appointed for the job. Job and task analysis is performed as a preliminary to successive actions, including to define a job domain, write a job description, create performance appraisals, selection and promotion, training needs assessment, compensation, and organizational analysis/planning.1

For job analysis the job is the criteria and not the person performing it, it's an analysis of the duties that are required to be performed and their importance for that particular job profile. During the analysis a job is analyzed on the basis of the duties and tasks one would have to perform, the environment, tools and equipments, relationships and requirements.

Let's look at the job analysis for human resources professional to manage a payroll/benefits coordinator position:
The human resources professional to manage a payroll/benefits coordinator position supervises the administration of the payroll policies, procedures and programs.

Knowledge, Skills and Abilities
This position requires knowledge of human resource and payroll systems and information; state and federal laws, rules, regulations and procedures affecting payroll and benefits; and the principles and practices of administration relating to payroll and benefits. Person must have the ability to plan, organize and administer benefits and payroll activities; understand, interpret and explain laws, regulations and policies governing benefits and payroll practices and procedures; identify and analyze operational and administrative problems and implement changes; prepare reports; establish and maintain cooperative work relationships and communicate effectively both verbally and in writing. Person must have minimum two year experience in the area of human resource management and previous supervisory experience is required.

Primary Payroll Responsibilities:
1. Maintenance of Employee Master File in Paychex to include new hire set up, merit increases, changes to benefits and terminations.
2. Keep employee payroll "file" in HR.
3. Process transit transactions monthly.
4. Transmission of Flex and 401(k) files semi-monthly.
5. Calculation of STD, LTD, and Life Insurance costs on a monthly basis.
6. Process benefits invoices through purchasing system monthly.
7. Investigation of returned paystubs and W2s.
8. Maintain strong working relationship with Internal Audit and Payroll.

Primary Benefits Responsibilities:
1. Maintenance of ...