What is the position and function of human resource strategy in the company?

Human resource strategy and planning are the pillars of towering buildings. Without it, it's just a pile of scattered bricks. Human resource strategy and planning is the bed of a surging river. Without it, there is only a tidal wave. Human resource strategy and planning are the guiding lights in the fire. Without it, there is only a cold firewood. Human resource strategy and planning are the main engines of ocean-going ships. Without it, there is only a paralyzed giant frame. Human resource strategy and planning is the key to enterprise success.

Without human resources strategy and planning, organizations can't make strategic goals and development plans. Human resource planning is an important part of organizational development strategy and an important guarantee to achieve organizational strategic goals. Only when the subject of human resource strategic planning fully understands the organizational vision, objectives and strategic planning can the human resource planning scheme formulated by him effectively coordinate human resource activities and organizational activities, and ensure that the implementation of human resource planning can promote the organization to realize its vision and objectives.

Human resource planning is a kind of strategic planning, which mainly focuses on preparing manpower for the future production and operation activities of enterprises, continuously and systematically analyzing the needs of enterprises for human resources under changing conditions, and formulating and formulating personnel policies suitable for the long-term interests of enterprises. The survival and development of an organization is closely related to the structure of human resources. Under the static organizational conditions, the planning of human resources is unnecessary. Because a static organization means that its production and operation field, adopted technology and organization scale remain unchanged, and it also means that the quantity, quality and structure of human resources remain unchanged. Obviously, this is impossible. For a non-static organization, the balance between demand and supply of human resources cannot be achieved automatically, so it is necessary to analyze the differences between supply and demand and take corresponding measures to adjust this difference. Thus, it is the basic function of manpower planning to predict the difference between supply and demand and adjust the difference. In large and complex organizations, the role of manpower planning is particularly obvious. Because there is no certain plan, it is obviously difficult to determine the demand and supply of personnel, or to adjust posts, personnel and tasks. For example, when to supplement personnel, what level of personnel to supplement, how to avoid unequal promotion opportunities for personnel in various departments, and how to organize training for various needs.

Wait a minute. In the absence of human resources planning, these management work can not avoid the chaotic situation of treating the headache and treating the foot pain. Therefore, human resource planning is an important foundation of organizational management, which will provide accurate information and basis for recruitment, promotion, training, personnel adjustment and labor cost control of organizations.