Budgeting for an organization involves the systematic compilation of information so that the finances required to support an organization’s objectives can be projected efficiently. The HR department of an organization mainly does budgeting work. However, before the budgeting process, the HR department should prepare strategic plans to identify annual goals and objectives. This will allow other departments to concentrate their allotted budgets in supporting their aspirations.
The human resources budget or HR budget is the funds that the HR allocates to all HR processes enterprise-wide. The budget includes funds earmarked for hiring, salaries, benefits, talent management, training, succession planning, workforce engagement, and employee wellness planning in an organization. The HR budgets use financial information, performance results, and historical data from various departments. As the HR budget considers HR activities in an organization, it is an essential document for determining a company’s HR activities in the future.
Information in the HR budget includes:
- A complete forecast on the number of employees
- Employee turnover rates
- Salary data
- Recruitment budget
- New benefits programs
- Training and development
- Payroll costs
- Incentive compensation
- Strategic plans
- HR databases
- Intranet design and maintenance
Why is HR budgeting important?
HR budgeting is crucial in an organization. It is because:
- It prevents the over-hiring of employees.
- It helps organizations to understand their staffing requirements.
- It prevents understaffing.
- It assists in attracting talented people.
- It helps to bring in turnover for an organization
How to make an HR budget
HR budgets are essential for a company’s strategic direction. While preparing an HR budget, one should keep the following things in mind:
- Financial history: To make an HR budget for the future, the Hr department will have to review past budgets and strategic plans. Only this will help the organization to establish and accomplish goals and identify capital expenditures.
- Budgeting strategy: The HR department should choose a good and effective budgeting strategy for an organization. Usually, organizations decide to create incremental budgets or zero-based budgets.
- Real-time performance: Before creating the HR budget, it is essential to perform an analysis of HR performance data in real-time. The review should include revenue processes, departmental and organizational expenses, staffing (recruiting, hiring, turnover), and employee compensation.
- Financial impact: A 360* view of an organization’s business and non-financial information is necessary to prepare a reasonable HR budget. With the overall data, one can set more realistic budget caps, understand and evaluate the flexibility into the budget, and monitor the budget’s performance in real-time.
- Capital expenditures: Capital expenditures are incurred when an organization spends money on fixed assets, like property, plant, or equipment. The capital budget is a budget within the overall budgeting process. Though it is different and separate from the operating budget, it still goes through the same reviews and approvals, like the operational budget.
- Budget support: When the budget is finalized, the HR department must look for supporters, especially in the senior management team who reviews and approves the budget. This is to ensure the funds directed in the budget doesn’t get cut or restricted. If the head of the organization cuts the budget, the senior management team who are supporters will be able to give HR everything they want as they are better aware of the top 1-2 goals for the department will be able to get the funds out.
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