Human resource planning is a set of measures to enable enterprises to have a certain quality and necessary amount of manpower to achieve organizational goals, including personal interests, in order to obtain the matching of personnel needs and personnel ownership in the future development of enterprises. These include:
I. Objectives of human resource planning:
1, acquire and maintain a certain number of people with specific skills, knowledge structure and abilities.
2. Make full use of existing human resources.
3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization.
4, establish a well-trained, flexible workforce, enhance the ability of enterprises to adapt to the unknown environment.
5. Reduce the dependence of enterprises on external recruitment in key technical links.
Verification of human resources refers to the verification of the quantity, quality, structure and distribution of human resources.
3. Human resource information includes: personal natural information, employment information, education information, salary information, job execution evaluation, work experience, service and resignation information, work attitude, historical information of work or position, etc.
Four, the methods of human resource demand forecasting are: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).
5. Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the foundation of the whole human resource management. Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means.