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It specifies how HR activity will support HCPC strategic intent, strengthen employee and partner performance, and embed a culture of continuous improvement. The plan reviews 2015-16 achievements and sets 2016-17 key priorities including delivery of a new HR and partners IT system, rollout of an organisation-wide e-learning platform, resourcing recruitment campaigns, and progressing coaching management styles.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/human-resources-department-2016-2017-workplan-hr-priorities/250264/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/human-resources-department-2016-2017-workplan-hr-priorities/250264.png","ImageObject",442,249,{"name":88,"@type":89},"Aria Callaghan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-26","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":30},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"What is the timeframe covered by the HR workplan?","Question",{"text":108,"@type":109},"The workplan covers the financial year from April 2016 to March 2017, describing how HR work will progress over the next year.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What are the key priorities for 2016-17?",{"text":113,"@type":109},"Key priorities include completing the HR and partners IT system project (employees by September 2016, partners by January 2017), embedding coaching management styles, rolling out an organisation-wide e-learning system, and providing high quality support to over 90 recruitment campaigns.",{"name":115,"@type":106,"acceptedAnswer":116},"What ongoing activities are included in the employee section?",{"text":117,"@type":109},"Employee business-as-usual activities include annual job description updates, reviewing employment policies, conducting exit interviews, running performance reviews, managing sickness absence, handling payroll information needs, and administering pensions and life assurance schemes.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},250264,1791726949,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":8,"category_name":11,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":30,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":25,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":139,"read_time":47},962084926284,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Human Resources Department 2016-2017 Workplan  \nContents  \nPage  \nIntroduction 3  \nSummary 3  \nHuman Resources Activities in 2016 – 2017 4  \nHuman Resources Objectives in 2016-2017  \nEmployees 5  \nPartners 7  \n2017 – 2018 9  \nHuman Resources Activities in the Past Year 2015 – 2016  \nEmployees 9  \nPartners 11  \nRisk Management 12  \nAppendix 1 Risk Assessments 13  \nAppendix 2 HR Strategy 2015-2020 15  \nIntroduction  \nThis document sets out the work priorities of the HR Department for the financial year April 2016 – March 2017. It addresses how the department’s work will progress over the next year to support the HCPC’s strategic intent, encourage high employee and partner performance, and support the HCPC’s positive working culture and commitment to continuous improvement.  \nSummary  \nIn 2015-16, achievements against the workplan included the following.  \n􀁸 We made significant progress on the major project to build a new HR and partners information technology system  \n􀁸 We expanded and diversified the range of learning and development opportunities available to all employees through the HCPC organisational learning and development plan.  \n􀁸 We launched a new programme of workshops on HR skills for managers entitled‘HR essentials’  \n􀁸 We developed a strategic delivery plan to embed coaching management styles in the organisation and implementation commenced  \n􀁸 We reviwed our approach to communications with partners and introduced the Partner Newsletter  \nIn 2016-17, the following are key priorities for the department  \n􀁸 Completion of the major project to build a new HR and partners IT system by September 2016 for employees and by January 2017 for partners  \n􀁸 Progression of the strategic delivery plan to embed coaching management styles in the organisation  \n􀁸 Roll-out of a new organisational-wide e-learning system to support a culture of continuous learning  \n􀁸 Provision of high quality support to over 90 recruitment campaigns for both employee and partner vacancies  \nResourcing  \nThe Department currently consists of two teams.  \nHR Team  \nDirector of Human Resources  \nHead of Human Resources Operations (part-time)  \nLearning and Development Manager  \n2 x Human Resources Advisers (1 part-time, 1 fixed term project backfill)  \n2 x Human Resources Officers  \nPartners Team  \nPartner & HR Manager (part-time)  \nPartner Co-ordinator  \n2 x Partner Administrators (1 part time)  \nBusiness as usual activities in 2016 – 2017  \nEmployees  \nThere are various business as usual activities that are part of the employee section of the human resources plan every year. These include:  \n􀁸 annual job description updates  \n􀁸 continuous review of employment policies and practices  \n􀁸 conducting exit interviews and analysing findings  \n􀁸 managing the annual performance review process in the final quarter of each year.  \n􀁸 managing the sickness absence process  \n􀁸 managing an on-going programme of management development  \n􀁸 managing the annual pay review process  \n􀁸 generating all information needed to run the monthly payroll  \n􀁸 Informing and consulting with employees about employment related issues  \n􀁸 administering the HCPC’s current pensions and life assurance schemes  \n􀁸 supporting the employee consultation group (ECG)  \n􀁸 carrying out an on-going programme of criminal records checks  \n􀁸 managing time-consuming employee relations issues  \nPartners  \nThe core functions of recruitment, selection, training, partner appraisal and agreement renewal will continue to occupy a significant amount of the partner team’s resources in 2016-17.  \nIn 2016 – 2017, 24% of panel members will reach the end of their current partner service agreement and all will be eligible to undergo the self-assessment process to renew their agreement for a further period As a result, partner posts will only need to be replaced if there are any panel members who either do not wish to renew or who are unsuccessful in completing the process.  \nHuman Resources Objectives in 2016-2017 ","cbCaitjTHIEaiUCc","https://ap.wps.com/l/cbCaitjTHIEaiUCc","pdf",534793,"English","# Introduction\n# Summary\n# Human Resources Activities in 2016-2017\n## Employees\n## Partners\n# Human Resources Objectives in 2016-2017","[{\"question\":\"What is the timeframe covered by the HR workplan?\",\"answer\":\"The workplan covers the financial year from April 2016 to March 2017, describing how HR work will progress over the next year.\"},{\"question\":\"What are the key priorities for 2016-17?\",\"answer\":\"Key priorities include completing the HR and partners IT system project (employees by September 2016, partners by January 2017), embedding coaching management styles, rolling out an organisation-wide e-learning system, and providing high quality support to over 90 recruitment campaigns.\"},{\"question\":\"What ongoing activities are included in the employee section?\",\"answer\":\"Employee business-as-usual activities include annual job description updates, reviewing employment policies, conducting exit interviews, running performance reviews, managing sickness absence, handling payroll information needs, and administering pensions and life assurance schemes.\"}]","Human Resources Department 2016-2017 Workplan - HR Priorities | PDF",1789254375]