Human Resources Business Plan

• Determine what you expect from your HR service center. Some of the basic areas include payroll, benefits administration, policy and procedure implementation, training and employee communications.
  
  Break down each area and detail what type of duties each area would entail. For example, if training will fall within the HR service area, identify what kind of training; will it be only products or products and service? Will training be held in a classroom setting, on the company's Intranet or one-on-one?
  
  Once you've identified what you will offer, create a budget and determine costs to launch an HR service center. In addition to budgeting for space and supplies, include HR personnel payroll and benefits.
  
  

Policies

• Your HR service center will the heart of where all policies and procedures are born. Launch the center with established personnel policies and plan documentation. Specific plans include a procedures and policies manual, affirmative action policies, current regulatory manual and information, health and welfare plans and specific personnel policies.
  
  Update all employee files, such as job descriptions and duties, and house them in a specific area within the HR service center. Establish a procedure for employee recruiting and retention in addition to a procedure for employee firing.
  
  

People

• Your HR department is only as strong as the people who run it. A necessary component to making your HR service center a success is staffing it with the right people. Look for knowledgeable, friendly people who can handle stressful and challenging situations. Since payroll and claims against the company or other employees will be directed to this department, all employees must also have a high level of discretion.
  
  Depending upon your company's size and needs, hire one person to manage the department. If possible, staff your service center with a receptionist or an assistant who can help staff members with administrative duties.
  
  When looking for employees to fill specific rolls such as payroll administrator or trainer, look for prospects with education and experience in the field. Someone could be an excellent HR employee without experience; however, when you are starting a new department, you need to staff it with qualified, strong individuals.