Human resource management planning, also known as human resource planning (HRP), is to scientifically predict the supply and demand of human resources in the future environmental changes according to the strategic objectives of the organization, formulate the necessary strategies for acquiring, utilizing, maintaining and developing human resources, ensure the organization's demand for the quantity and quality of human resources, and enable organizations and individuals to obtain long-term benefits. The following are the human resource planning steps I have compiled for you, for reference only. Let's have a look!
Human resource planning steps 1 1. According to the company's development plan and the contents of the post analysis report, make the post preparation plan.
Prepare a plan to explain the organizational structure of the company; Job setting, job description and job qualification requirements. Making a work preparation plan is 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 headcount describes the number of people in each position of the company, the post changes of personnel, the number of job vacancies, etc. The purpose of making the staffing 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 job title, number of personnel, estimated arrival time, etc. It is best to form a sub-list, indicating the number of employees, recruitment cost, skill requirements, job category, number and level of managers required to complete organization A.
4. Determine the employee supply plan.
Personnel supply plan is a countermeasure plan for personnel demand. This paper mainly expounds the personnel supply mode, internal and external flow policy, personnel acquisition mode and implementation plan. By analyzing the past quantity, organizational structure and composition of labor force, the data of employee flow, age change and employment, we can predict the supply situation at a specific moment in the future. Predict the result sentence to get 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.
Training is very important. The training plan includes training policy, training demand, training content, training form, employee assessment, 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. Including recruitment policy, performance policy, salary and welfare policy, incentive policy, career policy, employee management policy, etc.
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.
Steps of human resource planning Part II Human resource planning can be divided into strategic long-term planning, strategic medium-term planning and specific operational short-term planning. These plans coordinate with, obey and serve other plans of the organization. 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.
I. Collecting 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.
Second, the 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:
Step 1: Forecast the actual demand of human resources.
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.
Third, the human resources supply forecast
Human resource supply forecast includes internal supply forecast and external supply forecast of the organization.
The typical steps of human resource supply forecasting are as follows:
The first step is to forecast the supply of internal human resources.
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.
Fourth, determine the net demand of 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.
V. Preparation of 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. Planned time period
Determine the length of the planned time, and 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. Plan objectives
Determining the goals to be achieved should be closely related to the goals of the organization, and it is best to have specific data and be concise.
3. Situation analysis
Status analysis: Based on the information collected, this paper analyzes the current supply and demand of human resources in the organization, and further points 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. Planners
Planners can be individuals or departments.
Step 6 plan time
Mainly refers to the official date of the plan.
VI. Implementation of 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 pay attention to the following points in the implementation process:
1) There must be a special person who is responsible for the implementation of the established plan, and give the person in charge 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.
Seven. Evaluation of human resource planning
In the implementation of human resources planning, regular and irregular assessments should be conducted. 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.
Eight. Feedback and revision 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.
2. Recruitment and distribution: accepting recommendations, publishing advertisements, holding talent exchange meetings, registering employment agencies, etc. Attract candidates from inside or outside the organization. After qualification examination, such as education level, work experience, age, health status, etc., a certain number of candidates are initially selected from the candidates, and then the final candidates are selected through strict examinations, such as written examination, interview, evaluation center and scenario simulation.
3. Training and development: help new employees to understand and adapt to the organization and accept the organizational culture, mainly including the knowledge and requirements of the organization's historical development and future development planning, professional ethics and organizational discipline, labor safety and health, social security and quality management, post responsibilities, employee rights and interests, wages and benefits, etc.
4. Performance management: employees are promoted, rewarded and punished, paid and trained.
5. Salary and welfare: According to the qualifications, ranks, posts, actual performance and work achievements of employees, formulate corresponding and attractive salary and welfare standards and systems.
6. Labor relations management: keep employee's resume at the time of employment and written records of work initiative, work performance, work performance, salary, job promotion, rewards and punishments, training and education after employment. Formulate policies and measures such as recruitment, deployment, training, development and development planning of human resources. Determine the specific requirements of each job and position for employees, including technology and type, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc.
Compilation steps of human resource planning
By the end of the year, enterprises have begun a tense year-end summary and planning for next year, among which human resource planning has been paid more and more attention. Human resource planning is the starting point of human resource work, and it is the guide and work program of human resource action in enterprises.
On the basis of enterprise development strategy, human resources is a process of scientifically predicting and analyzing the supply and demand of human resources in the ever-changing enterprise environment, and formulating necessary strategies and measures to acquire, utilize, maintain and develop human resources, so as to ensure that enterprises can obtain all kinds of needed talents (including mathematics and quality) at the required time and post, and make enterprises and employees obtain long-term benefits.
Human resource planning mainly involves: demand analysis of external environmental factors of enterprises, forecasting the demand for human resources in the future total demand of enterprises, estimating the long-term internal manpower of enterprises, adjusting human resource planning, etc. The key point is to analyze the problem. At the level of business planning, human resource planning involves forecasting the demand and supply of human resources, and formulating specific action plans according to the principles and policies of human resources in enterprises.
Steps of human resource planning Part III I. Environmental analysis
Analyze the external environment and industry background of the enterprise, refine the impact and requirements on the future human resources of the enterprise, clarify and evaluate the measures and plans taken for the future development and goal realization of the enterprise, and refine the demand and impact on the human resources of the enterprise.
Before the human resources department of the company formally formulates the human resources plan, it must ask the functional departments for the overall strategic planning data, enterprise organizational structure data, financial planning data, marketing planning data, production planning data, new project planning data and annual planning data of each department. Sort out enterprise human resources policy data information, company culture characteristic data, company behavior pattern characteristic data, performance appraisal data, company human resources personnel information data. Full-time personnel of human resource planning are responsible for extracting all data information related to human resource planning from the above data, and sorting and summarizing them to provide basic data for effective human resource planning.
Second, the analysis of the current situation of human resources
Static analysis of the number, quality and structure of employees, dynamic analysis of employee flow, and efficiency analysis of key functions of human resource management.
Specifically, it includes: the basic situation of enterprises' existing links, employees' knowledge and experience, employees' ability and potential development, employees' general interests and hobbies, employees' personal goals and development needs, employees' performance and achievements, the flow of human resources in enterprises in recent years, enterprise human resources structure and current human resources policies, etc.
Third, the human resource demand forecast
Through the analysis of organizational operation mode and the relationship between various indicators and personnel demand, the law of enterprise personnel allocation is refined; Predict the personnel demand brought by the realization of enterprise management goals in the future.
The main task of demand analysis is to analyze the key factors affecting the company's human resources demand, determine the talent classification, career orientation and quality requirements of the company's human resources team, predict the number of talent teams in the next three years, and clarify the human resources development and management model suitable for the company's development.
The demand forecast of human resources in enterprises is mainly based on the development strength of enterprises and the realization plan of development strategic objectives. The human resources department must understand how the strategic goal of the enterprise is divided into several steps, what kind of talents and manpower are needed to support each step, what is the demand, when to introduce comparison, and how to analyze the human resources cost. Then we can make a more accurate demand forecast.
Fourthly, the external supply forecast of human resources.
The forecast of external human resources supply includes: the ratio of total population to human resources in this region, the overall composition of human resources in this region, the level of economic development in this region, the level of education in this region, the average price and competitiveness of the labor force in the same industry in this region, the mentality and mode of job selection of the labor force in this region, the work values of the labor force in this region, the attractiveness of the geographical location in this region to the foreign population, the quantity and quality of the foreign labor force, and the demand for labor force in this region.
Five, human resources planning objectives
The formulation of enterprise human resource strategic planning is based on the above information, and it is an overall human resource planning that matches the development strategy of the enterprise: the total number of employees and the number of structures are evaluated, summarized and confirmed, and the ability and quality goals of different personnel in the enterprise are determined.
Action plan of intransitive verbs
Formulate measures and ways to achieve the planning objectives; Formulate recruitment, training, incentives and other strategies.
The main contents include: a detailed description of the objectives and tasks of human resources planning related to the overall strategic planning of enterprises; Policies and strategies related to enterprise human resource management and their explanations; Human resource planning of enterprise business development; Enterprise employee recruitment plan and promotion plan; Retirement, dismissal and reduction plan of enterprise personnel; Staff training and career development plan; Enterprise management and organizational development plan; Enterprise human resource retention plan; Enterprise productivity improvement plan and other related content. A complete human resource strategic planning is the foundation and core of enterprise human resource management, and other human resource management work of enterprises will always be carried out around it.
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