Human resource planning (HRP) is a systematic strategic project, which is guided by the development strategy of an enterprise, based on a comprehensive inspection of the existing human resources and an analysis of the internal and external conditions of the enterprise, and based on the prediction of the future supply and demand of personnel by the organization. The contents include promotion planning, supplementary planning, training development planning, personnel deployment planning, salary planning, etc. , which basically covers all the management of human resources. Human resource planning also affects human resources by formulating personnel policies.
procedure
The procedure of human resource planning is the process of human resource planning, which can be generally divided into the following steps: collecting relevant information, forecasting human resource demand, forecasting human resource supply, determining net human resource demand, compiling human resource planning, implementing human resource planning, evaluating human resource planning, and feeding back and correcting human resource planning.
Collect relevant information.
Human resource planning information includes internal information and external environment information. The internal information of the organization mainly includes strategic plan, tactical plan, action plan, plans of various departments of the enterprise, current situation of human resources, etc. The external environmental information of the organization mainly includes macroeconomic situation and industrial economic situation, technological development, industrial competitiveness, labor market, population and social development trends, and relevant government policies.
Human resource demand forecast
The demand forecast of human resources includes short-term forecast and long-term forecast, total forecast and demand forecast of each position. The typical steps of human resource demand forecasting are as follows: The first step is the realistic human resource demand forecasting. The second step is to predict the future demand for human resources. The third step is to predict the future loss of human resources. The fourth step is to get the forecast result of human resource demand.
Supply forecasting of Human Resources
Human resource supply forecast includes internal supply forecast and external supply forecast of the organization. The typical steps of human resource supply forecast are as follows: The first step is the internal human resource supply forecast. The second step is the external human resource supply forecast. The third step is to summarize the forecast data of human resource supply inside the organization and the forecast data of human resource supply outside the organization to get the overall data of human resource supply inside the organization.
Determine the net demand for human resources
Based on the forecast data of employees' future demand and supply, this paper compares and analyzes the forecast number of human resources demand of the organization with the forecast number of human resources that can be supplied by the organization in the same period, and can calculate the net demand number of all kinds of personnel from the comparative analysis. The "net demand" mentioned here includes not only the number of personnel, but also the quality and structure of personnel, that is, it is necessary to determine both "how many people are needed" and "who is needed", and the quantity and quality should correspond. In this way, targeted recruitment or training can be carried out, providing a basis for organizations to formulate policies and measures related to human resources.
Prepare human resource planning
According to the strategic objectives of the organization and the net needs of the employees, the human resources plan is prepared, including the overall plan and various business plans. At the same time, we should pay attention to the connection and balance between the overall planning and various business plans, and put forward specific policies and measures to adjust supply and demand. A typical human resource planning should include: planning time period, planning objectives, scenario analysis, specific content, maker and formulation time. 1. The planning time period determines the length of the planning time. You need to specify when to start and when to end. If it is a long-term human resource planning, it can last for more than 5 years; For short-term human resource planning, such as annual human resource planning, 1 year. 2. The goals to be achieved in the planning should be closely related to the goals of the organization, and it is best to have specific data and be concise. 3. Scenario analysis Current scenario analysis: According to the collected information, analyze the supply and demand of human resources in the current organization, and further point out the basis for making plans. Future scenario analysis: on the basis of collecting information, predict the future supply and demand of human resources in the organization within the planned time period, and further point out the basis for making plans. 4. Specific content This is the core part of human resource planning, which mainly includes the following aspects: 1) Project content. 2) execution time. 3) person in charge. 4) Check the person. 5) Inspection date. 6) Budget. 5. Planner A planner can be an individual or a department. 6. The planning time mainly refers to the date when the planning is formally determined.
Implement human resource planning
The implementation of human resource planning is the actual operation process of human resource planning. Attention should be paid to coordinating the relationship between various departments and links, and the following points should be paid attention to in the implementation process: 1) There must be a special person responsible for the implementation of the established plan, and the person in charge should be given the rights and resources to ensure the realization of the human resource planning plan. Ensure that the plan is carried out to the letter. 3) Prepare before implementation. 4) Go all out when implementing. 5) The implementation progress shall be reported regularly to ensure that the planning is consistent with the objectives of the environment and the organization.
Human resource planning evaluation
In the implementation of human resources planning, regular and irregular assessments should be made. From the following three aspects: 1) Whether this plan has been faithfully implemented. 2) Whether the human resource planning itself is reasonable. 3) Compare the implementation results with human resource planning, and guide future human resource planning activities by finding the gap between planning and reality.
Feedback and correction of human resource planning
Feedback and correction after the implementation of human resource planning is an indispensable step in the process of human resource planning. After the evaluation results come out, feedback should be given in time, and then the contents of the original plan should be revised in time to make it more realistic and better promote the realization of organizational goals.
Edit this paragraph to clarify the principle.
Fully consider the changes of internal and external environment.
Only by fully considering the changes of internal and external environment can human resource planning meet the needs and truly serve the development goals of enterprises. Internal changes mainly refer to changes in sales, development, or enterprise development strategy, as well as changes in the company's employee turnover; External changes refer to changes in the social consumption market, the government's policies on human resources, and the talent market. In order to better adapt to these changes, it is necessary to make predictions and risk changes in human resources planning, and it is best to have strategies to face risks.
Ensure the protection of human resources in enterprises
The guarantee of enterprise human resources is the core problem to be solved in human resources planning. Including inflow forecast, outflow forecast, internal flow forecast, social human resources supply analysis, personnel flow profit and loss analysis, etc. Only by effectively ensuring the supply of human resources in enterprises can we carry out deeper human resources management and development.
So that enterprises and employees can get long-term benefits.
Human resource planning is not only the planning of enterprises, but also the planning of employees. The development of enterprises and employees is interdependent and mutually reinforcing. If we only consider the development needs of enterprises and ignore the development of employees, it will not be conducive to the realization of enterprise development goals. An excellent human resource plan must be a plan that can enable enterprises and employees to realize long-term interests, and it must be a plan that can enable enterprises and employees to develop together.
Edit the development trend of this paragraph
In order to ensure the practicability and effectiveness of enterprise human resource planning, human resource planning will pay more attention to the statement of key links; For the long-term planning in human resource planning, it also tends to refine the key links in the planning and refine them into specific executable plans. It is best to define the responsibilities and requirements of the plan and have corresponding evaluation strategies. With the rapid increase of the change cycle of human resources market and enterprise development, enterprises are more inclined to prepare annual human resources plans and short-term plans; The human resource planning of enterprises will pay more attention to the data analysis and quantitative evaluation of key links, and will clearly define the scope of human resource planning.
Edit the target of this paragraph.
Human resource planning is to ensure the organization to achieve the following goals: 1, to obtain and maintain a certain number of people with specific skills, knowledge structure and ability; Make full use of existing human resources; 2. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization; 3. Establish a well-trained, flexible workforce to enhance the enterprise's ability to adapt to the unknown environment; 4. Reduce the dependence of enterprises on external recruitment in key technical links. In order to achieve the above goals, the key needs of human resource planning are as follows: ● How many people are needed; ● What kind of technology, knowledge and ability should employees have; Whether the existing human resources can meet the known needs; ● Whether it is necessary to further train and develop employees; ● Whether it is necessary to recruit; ● When new employees are needed; When will the training or recruitment start? ● What measures should be taken to reduce expenses or when layoffs are necessary due to poor business conditions; ● Besides enthusiasm and sense of responsibility, are there any other personnel factors that can be exploited and utilized?
The purpose of editing this paragraph
Planning human development
Manpower development includes manpower forecast, manpower supplement and personnel training, which are closely related and inseparable. On the one hand, human resource planning analyzes the current human situation and understands the personnel dynamics; On the other hand, make some predictions about the future manpower demand, so as to comprehensively consider the increase or decrease of enterprise manpower, and then make corresponding personnel supplement and training plans. Therefore, human resource planning is the foundation of human development.
Promote the rational use of human resources
Only a few enterprises fully meet the ideal human resource allocation. In quite a few enterprises, some are overworked and some are too relaxed; Some people may have limited abilities, while others feel that they have many abilities and have not made full use of them. Human resource planning can improve the imbalance of manpower distribution, and then seek rationalization, so that human resources can meet the development needs of the organization.
In order to meet the needs of organizational development
The characteristic of any organization is the constant pursuit of survival and development, and the main factor of survival and development is the acquisition and application of human resources. That is, how to make the organization obtain all kinds of human resources in a timely, appropriate and appropriate manner. With the rapid development of modern science and technology and the changeable social environment, how to deal with these changeable factors and cooperate with organizational development goals is very important for the rational planning of human resources.
Reduce employment costs
There are many factors affecting the number of employees in the enterprise structure, such as business, technological innovation, machinery and equipment, organizational work system, employee's ability and so on. Human resource planning can analyze the existing human structure and find out the bottleneck that affects the effective utilization of human resources, so as to give full play to the efficiency of human resources and reduce the proportion of human resources in the cost.
Edit the system content of this paragraph.
Personnel file: used to estimate the current human resources (technology, ability and potential) and analyze the current utilization rate of these human resources. Human resource forecast: forecast the future personnel demand (required number of workers, estimated available quantity, required technical combination, internal and external labor supply). Action Plan: Recruit, hire, train, arrange work, transfer work, promote, develop and reward qualified personnel to fill the expected vacancy. Control and evaluation: provide feedback information about human resource planning system by checking the degree of realization of human resource objectives.
Edit this paragraph to help employees grow.
Human resource planning is an important aspect of human resource management and the starting point of the formation of enterprise human resource strategy. Human resource planning is a process of organically combining the future needs of the organization with responsible and experienced employees at the right time and in the right position. Human resource planning has been paid more and more attention by enterprises and has become an indispensable part of enterprise strategy. In the increasingly competitive society, the absorption, digestion and development of human resources have become the focus of human resources planning, which can reduce the turnover of personnel and reduce the cost of enterprises. Therefore, how to make employees grow in human resource planning is one of the factors that enterprises have to consider, which is embodied in specific planning: the overall planning of human resources is based on the overall strategy of enterprises, and the overall planning needs to clarify the functional strategic objectives, planning cycle and planning scope of human resource management, and establish corresponding human resource culture while clearly planning for enterprises, so as to absorb, digest and develop personnel. Demand and supply analysis Demand analysis is a quantitative and qualitative analysis of enterprise's future talent demand based on enterprise strategy and competitive strategy. Supply analysis is to analyze the possibility of future external market and enterprise internal market meeting the future talent demand of enterprises in human resource planning. Among the macro-unstable factors that emphasize external instability, the only factor that enterprises can grasp by themselves is personnel. In the analysis of the two factors, doing a good job in personnel reserve is a major advantage of enterprises. Therefore, in the current enterprises, the on-the-job training of employees has been incorporated into the human resource planning by more and more enterprises. It is necessary and beneficial to arrange specific and detailed training plans for employees' professional knowledge and give employees a chance to continue learning, which is a concern for employees' growth in action. The recruitment plan includes understanding the types of people who apply for these positions and predicting the possibility that those who apply for these positions will actually get the positions. Internal recruitment is the first choice for enterprises to implement recruitment methods, because ideal internal recruitment can give full play to employees' skills, mobilize their enthusiasm and give them sufficient opportunities for growth. The performance index of each post in the performance appraisal and salary adjustment scheme determines the realization of the overall strategy, competitive strategy and functional strategy of the enterprise. For enterprises, the corresponding salary adjustment on the basis of regular assessment is an affirmation and encouragement to employees' work and can stimulate their enthusiasm. The career planning and management of employees is to define the career goals and tasks at each stage through pre-judgment, so as to achieve the ideal job goals. On the one hand, career planning includes understanding employees' abilities, personalities, interests and development aspirations, on the other hand, helping employees understand the enterprise. Enterprises should combine personal development aspirations with the development direction of enterprises, and enterprises should give organizational support and provide tools and information support for career planning. This not only reduces the mobility of enterprise personnel, but also removes the blindfold of employees' career and clarifies their future and development direction. Because career planning needs a solid management foundation and profound professional knowledge, if you lack the professional skills and relevant experience in this field to make career planning, you are a quack and will lead people to mistakes, so this is also the reason why many enterprises do not make career planning. Mutual benefits of enterprises in human resource planning Because career planning requires professional and scientific methods, most enterprises do not plan employees' careers, which makes human resource planning seem so powerless in helping employees grow. In the accounting and tax service industries where talents flow frequently, both mature international companies and local small-scale business owners are faced with the dilemma of personnel management, which includes advocating people-oriented and other different types of corporate culture to mark the company's humanized management culture, but in any case, there is always a coordination of interests between any employee and the company. This includes distributing profits, sharing knowledge and respecting others. Today, when everyone is advocated to embody value, the thinking and choices faced by young talents will often accelerate the instability of this relationship. On this basis, human resource management should show a broad mind to treat human resource management. It should ensure that in the process of people experiencing the company, the value of the individual is combined with the value of the company to promote the broader development of the individual, and the ideas given by the company will spread. The value of human resource management in company operation lies in encouraging employees to acquire a healthy attitude and a positive life. It should advocate the principle that employees benefit and bear equal benefits, that is, there is no inevitable obedience and due action between them. When balancing this relationship, it is essential to strictly formulate the rules of respect and sharing, but everything still needs to follow the company's process, that is, the business process and timetable must be thoroughly implemented. If not, the company can.
Edit this paragraph dynamics
Dynamic embodiment of human resource planning: 1. Dynamic nature of reference information. Regularity of overall planning according to the environment and its own changes 3. Flexibility of implementation plan and specific measures. Dynamic monitoring of planned operation.
The task of editing human resource planning in this paragraph
Systematically evaluate the organization's demand for human resources, select suitable personnel, formulate and implement personnel training plans, and plan the main contents of the project.
Overall goal and supporting policies of coordinating human resource management.
Distribution of personnel in different positions, departments and types of work in the long-term staffing plan
Resignation plan: the situation of people who leave for various reasons and their positions.
The supplementary plan needs to supplement the positions, quantity and requirements of personnel.
Use the promotion policy, promotion time, position, personnel and rotation time of the planner.
Use and training scheme of career planning backbone personnel
The Labor Relations Plan aims to reduce and prevent labor disputes and improve labor relations.
The training development plan determines the training object, purpose, content, time, place and lecturer, etc.
Performance and salary and welfare plan: performance standard, measurement method, salary structure, total salary, salary relationship, welfare and the corresponding relationship between performance and salary.
Edit the operation of human resource planning in this section.
Specific operation steps of human resource planning: check the existing human resources, manpower demand forecast, manpower supply forecast, draw up plans, match supply and demand implementation plans, and implement monitoring and evaluation of human resource planning.
Edit this annual human resources plan.
No matter how busy you are at the end of the year, you can't do without summing up, and you can't do without planning at the beginning of the year. One of the most important functions of human resources department is to plan the human resources of enterprises. The so-called human resource planning refers to the functional planning of post preparation, staffing, education and training, human resource management policies, recruitment and selection made by the human resource department according to the development planning of the enterprise, by diagnosing the existing human resource situation of the enterprise and combining the business development strategy of the enterprise, and considering the analysis and estimation of the future human resource demand and supply situation. To do a good job in human resources planning, we should grasp the following links: (1) Find out the family background and diagnose the current situation. This is the first and necessary step to do a good job in human resources planning. In many enterprises, human resources managers carry out the so-called planning process without knowing their own human resources background, and the result is bound to fail, which is either inaccurate prediction or waste of resources. Therefore, at the end of the year, enterprises can conduct a thorough survey through human resources survey, and evaluate the existing talents and skills in the organization according to the survey results. It is necessary to analyze the matching degree of individual employees' knowledge, ability and quality with job descriptions, as well as the overall situation of human resources within the enterprise, and put forward the existing problems for diagnosis. (2) Predicting demand and supplying future human resources are determined by the business objectives and development strategies of the enterprise. In most cases, the overall goal of the organization and the business scale forecast based on it are the main basis for determining the human resource demand of the organization. Therefore, according to the annual business and financial planning indicators of the enterprise and the existing employee status, especially the employee turnover rate, the human resources manager should calculate the annual total human resources and the structural indicators classified by type of work, position and position. On this basis, this paper puts forward specific plans for new recruitment, compressed dismissal, laid-off diversion and job transfer during the year; Finally, determine the quantity, quality and quality requirements of talent demand. After forecasting the demand of human resources, we should also predict the supply of human resources, that is, estimate the number and type of personnel that enterprises can obtain in the future. Therefore, human resource managers must pay attention to the relationship between supply and demand of corresponding positions in the talent market, the overall salary level and the quality of talent supply, so as to ensure that enterprises can retain talents and recruit corresponding talents. (3) Making an Action Plan The third step of human resource planning is to make an action plan to meet the future demand for human resources. After a comprehensive assessment of the existing capacity and future demand, managers can measure the shortage of human resources (including quantity and structure) and point out the areas where there will be surplus staff in the organization. Then, by combining these predictions with the speculation on the future supply of human resources, an action plan can be made. According to the current situation and diagnosis of human resource management in enterprises, combined with the strategic objectives and financial and material resources of enterprises, action plans in all aspects of human resource management are formulated, such as internal human resource supply and demand balance plan, overall recruitment plan, career planning plan, performance appraisal adjustment plan, management trainee plan, salary adjustment plan, etc.
Edit this paragraph how to prepare human resources planning.
The specific human resource planning includes the following steps: 1, and make a job preparation plan. According to the company's development plan and the contents of the post analysis report, make the post preparation plan. Prepare a plan, stating the company's organizational structure, job setting, job description and job qualification requirements. The job preparation plan is made to describe the scale and mode of the company's future organizational functions. 2, according to the company's development plan, combined with the company's human resources inventory report to develop personnel inventory plan. The staffing plan indicates the number of personnel in each position of the company, the change of personnel positions, the number of job vacancies, etc. The purpose of making the distribution plan is to describe the future quantity and quality composition of the company. 3. Forecast the personnel demand. According to the post preparation plan and staffing plan, the forecast method is used to forecast the personnel demand. Personnel requirements should indicate the required job title, number of personnel, estimated arrival time, etc. It is best to form a sub-list, indicating the number of employees, recruitment costs, skill requirements, job categories and the number and level of managers needed to achieve organizational goals. 4. Determine the employee supply plan. Personnel supply plan is a countermeasure plan for personnel demand. Mainly state the personnel supply mode, internal and external flow policy, personnel acquisition mode and acquisition implementation plan. By analyzing the quantity, organizational structure and composition, personnel flow, age change and employment situation of the labor force in the past, we can predict the supply situation at a specific moment in the future. The forecast results outline the current human resources situation of the organization and the future development and changes in mobility, retirement, elimination, promotion and other related aspects. 5. Make a training plan. In order to improve the quality of existing employees and meet the needs of the company's development, it is very important to train employees. Training plan includes training policy, training demand, training content, training form, training evaluation, etc. 6. Formulate the adjustment plan of human resource management policies. The plan clearly stipulates the reasons, steps and scope of the planned human resources policy adjustment. These policies include recruitment policy, performance policy, salary and welfare policy, incentive policy, career policy and employee management policy. 7. Prepare the expense budget of the Human Resources Department. It mainly includes the budget of recruitment fee, training fee and welfare fee. 8. Risk analysis of key tasks and countermeasures. Every company may encounter risks in human resource management, such as recruitment failure and employee dissatisfaction caused by new policies. These events are likely to affect the normal operation of the company and even cause a fatal blow to the company. Risk analysis is to prevent the occurrence of risks through a series of activities such as risk identification, risk estimation, risk control and risk control.
The importance of editing this paragraph and implementing human resource planning.
The development of any enterprise is inseparable from excellent human resources and effective human resource allocation. Since 1970s, human resource planning has become an important function of human resource management, and it has been integrated with the personnel policy of enterprises. In essence, human resource planning is a management process to predict the future organizational tasks and environmental requirements of the organization and provide personnel to complete these tasks and meet these requirements. The main function and purpose of human resource planning is to predict the demand and possible supply of human resources for enterprises and ensure that enterprises can obtain qualified personnel at the required time and post. In fact, human resource planning is a systematic strategic project, which is guided by the development strategy of enterprises, based on a comprehensive inspection of existing human resources and analysis of internal and external conditions of enterprises, and takes the prediction of the future supply and demand of personnel of organizations as the starting point. The contents include promotion planning, supplementary planning, training development planning, personnel deployment planning, salary planning, etc. , which basically covers all the management of human resources. Human resource planning also has a sustained and important impact on human resource management activities by formulating personnel policies. In the function of human resource management, human resource planning is strategic and flexible. The formulation of organizational development strategies, objectives, tasks and plans is closely related to the formulation of human resources strategies and plans. Human resource planning stipulates the purpose, requirements and principles of recruiting and selecting talents; The training and development of personnel and the surplus and shortage of personnel must be implemented and adjusted according to human resource planning; The salary and benefits of employees are also implemented in accordance with the policies stipulated in the human resources planning. In the human resource management activities of enterprises, human resource planning is not only groundbreaking and strategic, but also can constantly adjust the policies and measures of human resource management in the process of implementing enterprise objectives and planning to guide human resource management activities. Therefore, human resource planning is in the overall planning stage of the whole human resource management activity, which sets the goals, principles and methods for the next whole human resource management activity. The reliability of human resource planning is directly related to the overall success or failure of human resource management. Therefore, doing a good job in human resource planning is a very important and meaningful work for the human resource management department of enterprises.
Principles of editing human resource planning in this paragraph
When making a human resource plan, we should pay attention to the following three principles: 1. Fully consider the changes of internal and external environment. Only by fully considering the changes of internal and external environment can human resource planning meet the needs and truly serve the development goals of enterprises. Internal changes mainly refer to changes in sales, development, or enterprise development strategy, as well as changes in the company's employee flow. External changes refer to changes in the social consumption market, changes in the government's human resources policy, changes in the contradiction between supply and demand in the talent market, and so on. In order to better adapt to these changes, we should predict and analyze the possible situations in human resources planning, and it is best to have emergency strategies to face risks. 2. Ensuring the human resource guarantee of enterprises is the core problem to be solved in human resource planning. Including inflow forecast, outflow forecast, internal flow forecast, social human resources supply analysis, personnel flow profit and loss analysis, etc. Only by effectively ensuring the supply of human resources in enterprises can we carry out deeper human resources management and development. 3. Make enterprises and employees get long-term benefits. Human resource planning is not only the planning of enterprises, but also the planning of employees. The development of enterprises and employees is interdependent and mutually reinforcing. If we only consider the development needs of enterprises and ignore the development of employees, it will not be conducive to the realization of enterprise development goals. Excellent human resource planning must be a plan that can enable enterprises and employees to obtain long-term benefits, and must be a plan that can enable enterprises and employees to develop together.