Human resources planning refers to identifying the current and future human resources requirements that can enable an organization to achieve its business goals. An HR plan is an essential tool because it acts as a road map for the human resources team to run and coordinate human resources in an organization. In many instances, business begins without human resources departments due to low workload and are still under control and manage their activities by a few people. As a company grows, activities start to get complex hence making the business have an HR department to aid in facilitating and managing human resources ( Dargahi & Shaham, 2019) . Growing companies do not require an enormous HR team; just a Human Resources (HR) program of one is enough to get organization activities done correctly. Organizations should choose the most appropriate HR design that suits human resources requirements depending on the nature of a company's operations. This report aims to develop a Human Resources (HR) program of one for International Business Corporation (IBC).
International Business Corporation (IBC)
IBC is a business technology corporation that seeks to provide a variety of products and services. The company offers cloud computing and information technology infrastructure services. It also provides mobile technology security software development to its clients. The company operates in the information technology industry. The company has 600 employees at its headquarters offices in the United States, according to the 2019 organization report. In most instances, companies begin to operate with an HR department of one due to fewer activities ( Dargahi & Shaham, 2019) . As the company grows, the management will be forced to have a strong human resource department to manage human resources to enable the company to achieve its goals. Therefore, this paper will develop a comprehensive Human Resources (HR) program of one for International Business Corporation (IBC). The program will help the company hire, train, and compensate employees for assisting in the smooth running of all organizational activities ( James et al., 2019) . An HR plan is vital in an organization. It is used to coordinate all corporate activities to achieve goals and objectives.
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Recruitment and Selection Plan
A recruitment and selection plan is an HR strategy used to attract, select, and retain the best personnel at workplaces. It provides steps and procedures that should be followed in the recruitment and selection process of competent staff to run various functions. Similarly, the plan will be used by International Business Corporation (IBC) to select people to run the company's activities. The primary aim of this plan is to identify competent and talented professionals who can efficiently perform various operations in their line duties. To a have a qualified team to run the business activities effectively, the following recruitment and selections strategy should be followed:
First, the HR department needs to identify the vacancies within the organization. Also, an HR department should know the roles and responsibilities for each position to match the functions and qualifications required to fill each vacancy.
The second step involves analyzing available recruitment methods to identify the most suitable ones that consider all critical functions of the company. Selected methods should consider the specifications, goals, and objectives of the organization ( James et al., 2019) . The approach to use in the recruitment process should strictly adhere to organizational guiding rules and regulations. This step should involve creating a checklist that should be used to identify if a candidate meets the minimum requirements.
The third step involves building selection and recruitment budget. The business can use the previous cost per hire or apply the cost budget used by other companies of the same size and perform closely related functions. The costing process should consider ordinary expenses such as advertisement cost, campus recruitment costs, employer branding expenses, recruitment travel expenses, and recruitment technology costs. Since the company is a technology organization, recruitment technology costs must be considered in the recruitment budgeting process.
Another step is creating a recruitment advertisement to invite qualified applicants to make their application for available positions. The process should involve highlight all job requirements for vacant positions to be filled by new applicants ( James et al., 2019) . Compelling job descriptions in vacant positions will attract the best candidates with qualifications and skills that can enable them to meet the organization's goals.
Subsequently, forming an interview panel to perform the interview process is a necessary process. Constituting experienced and competent recruitment team is essential for the recruiting and selection process. The team must comprise of HR experts who know and understand the critical roles of the targeted candidates ( James et al., 2019) . A recruitment panel should be able to match candidates' qualifications with skills set by the organization.
Invitation and conducting an interview is another recruitment and selection process. Upon selecting the interview team, shortlisting applicants, and invitation proceeds. HR professionals should shortlist applicants based on merits and invite-only competent candidates ( James et al., 2019) . Shortlisted applicants are invited for a formal interview to assess their abilities and match their qualifications with the job requirement. Lastly, qualified applicants are selected among the interviewed applicants based on merit and unique skills.
Training and Development Plan
A training and development plan is a strategic tool used by human resources experts to inspire employees to participate in the training process required to achieve organizational goals and objectives. Usually, a good plan must explain the benefits of encouraging employees to participate in the training process. International Business Corporation (IBC) is a growing technology business that requires a comprehensive training and development plan to enable the company to achieve its objectives.
A well-designed employee training and development plan enables employees to improve their skills and advance their careers. This plan will allow the business to increase its performance by inspiring employees to commit to their roles ( Shaheen & Hameed, 2020) . A proper employee training and development plan for this form of business aims to equip recruits employees with skills and knowledge to achieve organizational goals and objectives. The following are the steps of a training and development plan:
Accessing organizational needs and goals is the primary purpose of a proper training and development plan. The process involves understanding the current corporate needs to equip recruits with the skills and knowledge needed to achieve organizational goals ( Shaheen & Hameed, 2020) . A training and development plan should impend organizational changes and digital transformation programs to improve employee performance. Also, the plan should aim at attaining the long-term development goals of the company. Since the plan is designed for training new employees, it is meant to orient recruits to the company's programs and policies. It should teach them the skills and knowledge to efficiently perform their roles successfully ( Shaheen & Hameed, 2020) . The plan will keep the current employees up to date with organizational policy, regulation, and changes to improve their performance.
Secondly, a training plan seeks to accomplish organizational functions. First, it involves equipping new and experienced employees with the minimum skills required to perform the duties assigned. The process should include providing employees with the technical skills needed to accomplish organizational goals. Since business is a technology company, technical training is vital for all employees.
Proficiency training is a significant development process that will enable employees to achieve the organization's goals. Proficiency training should identify and correct deficiencies that can reduce employee performance ( Shaheen & Hameed, 2020) . It involves reviewing work plans and performance appraisal to fix area which reduce organizational performance. Proficiency training will help to provide additional skills to improve employee performance.
Development training is also essential for new and current employees to equip them with skills and knowledge to improve employee chances of promotion. It is always a dream for all employees to be promoted to high ranks ( Shaheen & Hameed, 2020) . Skills acquired through development training can help an organization to achieve its long-term goals.
In-house training is another vital process that employees should achieve organizational goals. It includes line or e-learning, which involves the use of technology to run various corporate activities. Due to technological changes that occur in the business world, it imperative for a training and development plan to have an in-house training program ( Shaheen & Hameed, 2020) . International Business Corporation (IBC) is a technology company that requires both technical and in-house training; all new employees should be equipped with these skills needed to perform various organizational activities.
Compensation Package for the People Hired
A compensation package plan is a combination of salary, wages, and employers' fringe benefits to employees as rewards for services offered. When evaluating the nature of competing tasks performed by employees, it is essential to consider the total compensation package that each employee should carry home ( Agyapong et al., 2019) . A good compensation package should be neutral and considerate for both employees and employers. Newly employed by the company will be paid based on their performance and contribution towards achieving organizational goals and objectives. The following are the key considerations that a compensation plan entails:
An hourly wage compensation plan will be used to pay employees depending on the number of hours worked for in a day. People hired will be classified as non-exempted because employees will be paid based on the number of hours in a day ( Agyapong et al., 2019) . In this case, payments to hourly compensation plan are the most suitable method that should be used to reward new employees. This compensation plan will encourage employees to work hard to earn more employment incomes. Even though this plan will promote employees to work long to earn more income, it might compromise the quality of work performed by employees ( Agyapong et al., 2019) . To avoid such cases, the HR department should regularly perform quality assurance to ensure that employee output meets organizational standards. An hourly compensation package considers collecting bargaining that allows hired employees to discuss a suitable compensation package that matches their skills ( Agyapong et al., 2019) . The package also entitles employees to extra pay for overtime work, which is paid based on the nature of work and the amount of additional time spent doing extra work.
An annual Salary Compensation plan is another package used to compensate salaried employees. A yearly package classifies employee compensation on a graduated scale based on the nature of employees ( Agyapong et al., 2019) . International Business Corporation (IBC) should also consider this employee compensation plan. It should be used to compensate for long-term employees. This plan should be used to compensate employees for how it can bring positive effects to the company. Employees who perform better will be paid while those who perform averagely should be paid low salaries.
A retirement savings plan is another key feature of a compensation plan for hired employees. A saving play will allow employees to participate in a 401k employer scheme. It will enable employees to designate pre-tax contributions to a saving program that matures on retirement. Additionally, employee compensation plans should contain procedures for earning bonuses and incentives to encourage employees to commit to organizational activities. Rewards and incentives should be awarded to employees based on their contribution to the success of the company ( Agyapong et al., 2019) . Employees who dedicate much of their time to achieve organizational goals are paid more bonuses and incentives to motivate them to follow all corporate guidelines.
Lastly, a compensation plan for hired employees should employment benefits. A medical benefits program should be included in a comprehensive compensation plan. A non-discriminatory benefit plan should be designed to ensure that all employees receive medical and other employment benefits.
Legal Employment Issues
Legal employment issues are engagement laws that govern the relationship between employers and employees. Adherence to employment laws by employers is vital since it promotes a good relationship with employees.
The HR professionals at International Business Corporation (IBC) should pay more employment issues and address them appropriately whenever they arise to improve organizational performance ( Ginting & Afrianto, 2019) . The following are major employment issues that International Business Corporation (IBC) should resolve to facilitate the smooth running of organizational functions:
Preventing discrimination is one of the most critical issues that employers should address to improve employee performance. The management should treat all employees equally and fairly. In doing so, employees will be satisfied by employers' terms of engagement hence will improve their morale to work. The management should also promote equality by providing equal employment opportunities to qualified candidates regardless of their ethnic groups or social class ( Ginting & Afrianto, 2019) . Measures put by the company should contain the provisions of the U.S. Equal Employment Opportunity Commission
Promoting a healthy and safe working environment is also an essential factor in the management of International Business Corporation (IBC) should consider boosting employee morale. According to the U.S. employment health and safety, employers are mandated by employment laws to provide a conducive working environment for all employees ( Ginting & Afrianto, 2019) . The former can be achieved by conducting regular workplace security and safety conditions supervision to ensure that employees work in safe environments.
Developing a comprehensive conflict resolution plan also is an essential factor to consider. Usually, many disputes arise at workplaces, either between employees or employee and their seniors. Having a dispute resolution plan will enable the human resources department to follow the right and accepted procedures to resolve disputes at workplaces ( Ginting & Afrianto, 2019) . Problem-solving strategies will allow the management to approach problems with confidence.
Lastly, a quality control plan is another aspect the management should consider. Generally, quality assurance concerns play an essential role in ensuring that the services provided meet the required standards ( Ginting & Afrianto, 2019) . Providing quality services will make employees receive credits where they deserve.
Performance Appraisal System
A performance appraisal plan is a strategy that highlights procedures followed when assessing employee performance at workplaces. A good appraisal system must consider all factors the influence employee performance at workplaces, such as level of education and working environments ( Ginting & Afrianto, 2019) . A performance appraisal system for International Business Corporation (IBC) has four key components that enable the HR department to evaluate employee assessment.
Employee self-service is one of the significant performance evaluations where employee assesses their performance over a specified period. It will enable employees to review their performance, duties, and responsibilities to identify areas that require improvements ( Ginting & Afrianto, 2019) . Employee self-service is essential because it allows employees to identify their areas of strength and weakness, which need immediate interventions.
A 360-degree appraisal is another key component of the appraisal system. It involves collecting feedback from other stakeholders about the quality of services offered by employees. Since the company is in its initial stage of growth, only internal stakeholders will be interviewed and collect information to use to rate employees ( Ginting & Afrianto, 2019) . In this case, the HR department will get feedback from the management, staff, and fellow to assess employee performance.
Managerial performance is another approach the company can use to assess employee performance at workplaces. It is the most used employee performance appraisal method because some managers, like in one-on-one discussions to evaluate employee performance ( Ginting & Afrianto, 2019) . This approach will be used by HR professionals of International Business Corporation (IBC) to track employee progress over a period to ensure their rating matches their contribution to the company.
Furthermore, the rewards and recognition program is another approach that can be used in employee performance appraisal. The company can use this approach to motivate employees to work hard and achieve organizational goals ( Ginting & Afrianto, 2019) . The company can also use this approach to identify productive employees who should be retained.
Conclusion
In summary, an HR plan is a vital tool used to manage and coordinate human resources at workplaces. The HR design used by companies is different due to the organizational structure and nature of activities performed by employees. As a company grows, its operations start to get complex hence making the business have an HR department to coordinate and manage human resources. An HR plan's major components include recruitment and hiring plan, training and development plan, employee compensation, and performance evaluation strategy. Each part performs integral roles to allow the company to achieve its goals and objectives.
References
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Ginting, N. B., & Afrianto, Y. (2019). 360 Degrees And K-Nearest Neighbour Methods For Lecturer Performance Appraisal Systems. Jurnal Mantik , 3 (1, May), 183-189.
James, C., Fitzgerald, S., Fellows, T., Goodall, J., Batlle, I. C., & Jones, J. (2019). Primary school headteacher recruitment and selection in England: The processes and the problematic aspects. School Leadership & Management , 39 (5), 478-495.
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