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Whats happening?     Human Resource Task Team meeting on 19th August 2005. read more...   Email your comments	Project plan Purpose / Goal “To design, develop and facilitate the implementation of a comprehensive Human Resource Plan for the North West Department of Health”. The following are the suggested phases of work for this project; Week 1: Phase 1 – Establishment of Project Team • Clarification of governance structures • Identification of project community • Development of initial Project Charter • Initial project calendar established • Consensus on HR planning model • Identification of required logistics to support the Project Team’s work • Collation and sourcing of all relevant documentation • Commencement of structured interviews with key stakeholders • Commencement of development of business case • Identification of key strategic and operational issues • Systems map of key emerging events, developments and trends • Development of Project Communication Plan • Website up and running • All relevant documentation on website • Access levels and controls in place • First brief published and distributed Week 2: Phase 2 – Documentary review • Review of relevant documents • Review of all relevant policy & procedure documents • Review of appropriate public service rules and regulations • Review of relevant strategy documents • Review of organisational charts • Finalisation of structured interviews with key stakeholders • Stakeholder assessment report completed • Research commences on supply side capacity • Project Status Report completed Week 3: Phase 3 – Recap & Review of overall Project Plan • Carry over of work from Week’s 1 & 2 • Meeting with HR Task Team inclusive of report back and finalisation of Project Charter and Plan • Final purpose and outcomes • Key Success Indicators matched with key strategic imperatives and service delivery needs • Final Project Team accountabilities and Timelines Week 4 & 5: Phase 4 – Development of operational manpower planning model • A GIS mapping of catchment populations • Identification of strategic options & scenarios - appropriate service delivery mechanisms • Identification of strategic job families • Understanding of implications for demand side • Identification of required competencies (knowledge, skills) as well as desired attitudinal / mindset elements defining desired culture Week 6: Phase 5 – Assessment of current patterns of staffing • Detailed assessment of current resource availability (‘as is’) • Meeting with HR Task Team – report back and course correction Week 7 & 8: Phase 6 – Stakeholder engagement and consultations • Human Resource Strategy Workshop with key stakeholders inclusive of overall HR team • Interaction with staff at facility level • Finalisation of overall ‘straw’ HR Strategy and Plan detailing the principles underpinning the plan, outlining key principles on migration and providing the overall ‘to be’ preferred future for the plan Week 9 & 10 Phase 7 – Development of specialised HR enablement ‘stream’ plans • Refinements to Strategy and Plan • Presentation to senior management to secure sign off on plan • Detailed discussions and presentations with senior management • Build sub plans for specialised areas to support the overall Human Resource Strategy & Plan • Establish organisational design implications – structure, talent management, culture, recognition & remuneration in accordance with the ‘streams’ identified in para 6.7. of the tender document. • Desired outcomes for each of these ‘streams’ and an appropriate strategy developed by a functional specialist in each of these ‘stream’ areas Week 11: Phase 8 – Further engagement with stakeholders • Sign off on overall HR strategy and HR plans on specialised ‘stream’ plans, finalisation, ratification and adoption of plan • Further refinement and detail insertion Week 12 & 13 Phase 9 – Implementation planning • Implementation workshop with key stakeholders • Identification of HR capacitisation needs & drafting of plan • Full project plan for implementation inclusive of log frames developed and submitted • Alignment with performance management process • Final meeting with HR task team • Final project report submitted • Project debrief, way forward and close out
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