30 60 90 Day Plan For Human Resource Managers

March 10, 2022| slideuplift
30 60 90 Day Plan For Human Resource Managers

Congratulations on recently starting a new job as an HR manager!

Beginning a new job may be exciting, but it can also be stressful.

There are questions on your mind

What if the learning process takes longer than expected?

What should you do right now to ensure your success?

What should you not do to avoid pitfalls?

What are your plans?

You are not alone if you are thinking about these topics? It’s never easy to start a new job, especially when you are in critical functions like HR. Everyone will be looking at you. People will notice even the most insignificant actions you take.

A 30 60 90-  plan is a way many professionals use to address these questions and ease anxieties associated with early days. In this blog, we will assist you in preparing a 30-60-90 day plan as an HR professional.

What is a 30-60-90 day plan?

A 30 60 90 day plan is a document that outlines a new employee’s goals and tactics for the first 90 days on the job. The strategy is made up of achievable milestones that are linked to an employee’s job.

The plan will assist you in maximizing your job outputs and productivity in the first 90 days of the new assignment. It will also assist your colleagues in visualizing how you want to contribute to your firm in the coming three months.

Why you should have a 30 60 90 day plan after becoming an HR Manager?

These 90 days are important- this is a highly visible tenure during which, everyone is watching how you cope, what plans you have. This first impression is crucial. You must demonstrate that you are trustworthy and capable of handling the increased responsibilities.

While being a good match for the position is critical, it is also important that you highlight your ability to work effectively with your colleagues throughout these early months.

First 30 days

The first 90 days are not a block of time but should be broken down into 30, 60, and 90 days.  Your emphasis needs to be different in these time periods. Let’s go straight into what you should be doing during the first 30 days.

1. Try To Interact With Everyone

It goes without saying that your primary responsibility as an HR manager is to be available to your people, your team members. To accomplish this, you must first get to know your co-workers. Over the first month, get to know everyone in the organization, especially those in crucial positions or team leaders.

2. Collect All The Information About The Business

When we say this, we mean that you should be able to answer questions like: 

  • How does our business earn money?
  • What are all of the characteristics of the core output the group produces? Is there any firsthand experience I have with this output?
  • Have I included specifics about the business in my business plans?
  • What systems is the organization using e.g. HRMS or HR software?

Your expertise in the business will only demonstrate to other workers that HR is a useful business partner who will help the company in the long term.

3. Understand the Vision, Mission, and Culture of Your Company

The work culture of a company influences how teams and individuals within these teams communicate and collaborate. A pleasant culture contributes significantly to increased productivity.

As the HR manager in your firm, it is your obligation to deeply understand the culture in the organization. How work gets done, what are the values and behaviors in the organization- do they differ across teams? What stories are people telling?

First 60 days

At this moment, you should express your thoughts more freely. Try putting everything you learned and absorbed in the first month to use. Look for areas that can be improved or that require fine-tuning.

1. Take Feedback From Your Manager

Obviously, asking your manager for feedback can assist you in comprehending how you’ve done in the previous month. However, it will also offer you a sense of whether or not you have been working up to his or her expectations.

You will also understand whether you need to adjust your working style in the next phase of your 30 60 90 day plan as a result.

2. Start Defining the Transformation Agenda

You should have a good idea of what rules, processes, and policies are in place at the company by now. At this time, you should start to develop a view of what transformation expectations exist from your role.

You might even come up with your own transformation agenda. Discuss these outcomes with your manager. At this point, all you need to do is brainstorm and consider prospective areas for change.

Perhaps your company lacks an appropriate leave policy, or you discover there is no cybersecurity policy in place. A strict recruiting policy can be essential for rapidly expanding the business. Due to the epidemic, you may need to implement a work-from-home policy.

3. Identify the gap and take the initiative to fill it up. 

For example, you might realize that company lacks a good relocation policy. You may need to develop a relocation policy for your employees when they return to work. Consider how you can adopt such regulations or even HR software. Find a method to get all of the staff on board.

First 90 days

You would have been at a new job for two months by now. Excellent work! You should now aim to move your emphasis away from the learning and definitions and start leaning towards planning action. You are also well-versed in company policies, team responsibilities, and team members. As a result, your next steps should include:

1. Make Strategic Long-term Goals

During the second month, you investigated policies or other aspects of the organization that can be improved. Now is the time to devise a step-by-step strategy for implementing these modifications.

2. Get Resourcing Right

To execute on your agenda, you will need people in addition to other resources. Make a strong case for it. In the early days, you will get a lot of support – bank on it

3. Setup Accountabilities

Sometimes a lot of areas can be deemed as HR topics but when you look deeper, it may not necessarily be the case. Not every problem has to be solved by you. Via a proper process, identify the key processes you should own, define support needs for those processes. Conversely, help define the processes others should own and how you will support those

Best 30 60 90 Day Plan Templates For Human Resource Managers

Starting a new job is difficult, especially for individuals who are expected to lead and manage a team. As a result, a 30 60 90 day plan is developed to assist newcomers in launching their new job roles quickly and effectively, with specified duties and targets.

Get professionally-designed 30-60-90 day plan templates to start kick-start your new human resource manager journey!

Source: 30 60 90 Day Plan

Source: 30 60 90 Day Plan

Source: 30 60 90 Day Plan

Wrapping It Up

In a nutshell, we believe the first 30 days should be spent learning as much as possible about the company, asking as many questions as possible, and getting to know the co-workers.

While all of this continues for the following 30 days in your new position, the second month should be spent defining the agenda- for transformation as well as continuity. 

By the third month, you should be planning actions, planning for resources, and helping set accountabilities – to set the stage for a highly successful tenure in the organization.

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