Ac on and Development Plan for Execu on Skills of HR Professionals

A Template Inspired By the book

"Execu on: The Discipline of Ge ng Things Done" by Larry Bossidy and Ram Charan
Ac on and Development Plan for HR Heads
(Individual HR Professionals also can plan their development by customizing appropriately)
 Please read the book "Execu on: The Discipline of Ge ng Things Done" by Larry Bossidy and Ram Charan before
ac ng on this template so that you would get a fair idea of principles of “Execu on”
 This template serves as a guide for crea ng a comprehensive ac on and development plan based on the principles of
"Execu on." Customize it to fit your HR Department's specific needs and objec ves. Regularly review and adapt the
plan to ensure successful execu on and con nuous improvement.
S.No. Area of Ac on and Planning Needed

I Assessment and Analysis

Objec ve: Evaluate the current state of your HR Department and
iden fy areas for improvement.
Ac on Plan
Assess Current Evaluate the strengths and weaknesses of your current team members.
HR Team
Strengths Weaknesses

Analysis of HR Analyze HR Func on whether aligned with organiza onal vision, mission &
Capabili es goals, keeping up with latest HR Trends and possess required competencies.
Gaps in alignment with organiza onal Gaps in Gaps in Competencies
goals knowledge
with latest
HR
prac ces

II Team Members’ Development Strategy and Execu on

Objec ve Develop and execute clear and effec ve people development strategies

Ac on Plan
Define a clear and ac onable strategic plan of people development with specific goals and
ini a ves for your Team members
Coaching
Required in
the areas of
Training
Required in
the areas of
Mo va on Prepare and implement a system for mo va ng and holding team members
and accountable for their work
Accountability
Development Make Individual Development Plans of your Team Members
Plans
Name of the Team Coaching Required In Training Required In
Member
1

Encouraging Self-Learning Ini a ves

and support  Reading Books
con nuous  Joining Social Networking Groups
learning  Becoming members in HR & Management Professional bodies
(Check the  To undergo advanced prac cal HR Courses needed for the current
bullet point as job
iden fied)
Organiza onal Support
 Providing department library
 Planned coaching by immediate superior
 Hiring external Coach who has thorough knowledge and
demonstrated experience in HR and passionate about transfer of
knowledge
 Reimbursement of membership fees in professional bodies of HR &
management
 Sponsor for training programs on HR, needed for organiza on so that
HR team members will be effec ve to achieve organiza onal goals
  Reimbursement of fees for training programs a ended as well as
online and distance courses relevant for the current job profile of the
Team member to acquire new skills needed
Ini a ve to Develop Team Members Date to Complete
Providing books in HR department for the use of team
members (Library)
Internal Coaching by Immediate Superiors
External Coaching services
Membership in Professional Bodies
Training programs
Communica on Srategy
Develop a plan to effec vely communicate the development plan to all team members
Alignment Ensure all team members are aligned with the organiza onal goals
Performance Define key performance indicators (KPIs) to measure progress and success.
Metrics and
KPIs
Con nuous  Establish a system for regular monitoring and adapta on as needed
Monitoring  Provide periodic feedback on the performance of Team Members
and
Adapta on
III HR Opera ons and Execu on
Objec ve Ensure the day-to-day HR Opera ons support the strategy and goals.
Ac on Plan
Priority Iden fy and priori ze key tasks and ini a ves that align with the strategy.
Se ng
Important & Urgent Important & Not Not Important &
Not Urgent Important Not Urgent
& Urgent
Act Immediately Plan To Sending A end Later
Execute Reports

Roles and Clarify roles and responsibili es,

Responsibili es ensuring accountability for specific tasks.
Name Task Role Responsibili es
1
2
3
4
5
6

Performance Reviews Implement regular performance reviews and feedback mechanisms.

Name Quarterly Performance Review and Feedback Dates

1
 2
3
4
5
6
Develop a process for
effec ve problem-solving and decision-making.

Problem-Solving and
Decision-Making

Culture of Foster a culture of adaptability and con nuous improvement.

Adaptability

IV Review and Evalua on

Objec ve Regularly review progress and make necessary adjustments
Ac on Plan
Establish a schedule for regular reviews of the ac on plan's progress

Scheduled Reviews

Define criteria for evalua ng the success of the ac on plan.

Evalua on Criteria
 Adjustments and Based on the reviews, make necessary adjustments and
Itera ons itera ons to the plan.

V Leadership and Culture

Objec ve Foster a culture of accountability, adaptability, and strong leadership
Ac on Plan
Leadership Provide leadership training and mentoring for key individuals. This is
Development in addi on to training needs analysis and coaching requirement as
planned above
Name of High Leadership Program Mentoring by iden fying mentors
Performing Team Planned at within the organiza on
Member
1
2
3
Accountability Culture Encourage a culture of individual and team accountability

Adaptability and Promote a culture of adaptability and con nuous innova on. Expose
Innova on your Team Members to Design Thinking process and other crea ve
methods

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Surendranath . A
Sr HR & IR Prac oner &
Cer fied Corporate Trainer
Mobie: 8050103450
Bengaluru