If enterprises want to not be eliminated in the fierce market competition and achieve the goal of sustainable development, they need to ensure the effective operation of their "own mechanism". "People" is the most important and active factor in an organization, and plays a vital role in the operation of an enterprise.
Human resource planning is related to the manpower allocation and strategy implementation of enterprises, and is an important way to answer many questions from bosses about human resource allocation, personnel efficiency improvement, and labor cost reduction strategies.
So how does a qualified HR carry out human resource planning? Today, Zhiyuanjun will work with you to ** the relevant knowledge of human resource planning.
What is Human Resource Planning
Human resource planning refers to the enterprise according to the development strategy, goals and task requirements, and the analysis of the demand and supply of human resources in the ever-changing internal and external environment, the use of scientific methods for organizational design, and the formulation of scientific human resources policies and measures. Formulate a human resources supply and demand balance plan to ensure that the company's human resources and development strategies, goals and tasks maintain a dynamic balance in terms of quantity, quality, structure, etc., so as to achieve a reasonable allocation of human resources and other resources of the enterprise.
The importance of human resource planning for enterprises
Provide strategic support
Mintzberg once said, "Strategy is planning, stratageming, modeling, positioning, and concept."Human resource planning is an important part of the organization's development strategy and an important guarantee for achieving the organization's strategic goals. The purpose of human resource planning is to ensure that enterprises achieve strategic goals, so human resource planning needs to meet the requirements of the overall strategic development of the organization, and at the same time needs to be strategic, forward-looking, targeted, stable and flexible.
Promote the standardization of business
Human resource planning is the foundation of enterprise human resource management, and the establishment of perfect human resource norms can ensure the normal development of business. It is composed of overall planning and various business plans, which provides reliable information and basis for enterprise management, and then ensures the standardization of business development.
Motivate your employees
The development of an enterprise is inseparable from employees, and human resource management requires that while achieving organizational goals, it is also necessary to be responsible for employees, taking into account the personal needs and career development of employees, so as to stimulate the enthusiasm of employees. Therefore, it is necessary to carry out human resource planning, so that employees can clarify their own development needs and directions, enhance the cohesion of employees, and enhance the viscosity between enterprises and employees.
It is conducive to controlling the cost of human resources
Human resource planning can help enterprises calculate the implementation cost of human resource planning and the benefits it brings, and avoid the problem of excessive labor costs caused by waste of human resources in the process of enterprise development. It is necessary to organize the change of personnel through human resource planning, adjust the personnel structure of the organization according to the actual development of the company, and control the labor cost of the enterprise.
The specific content and steps of human resource planning
The content of human resource planning
Strategic Planning:According to the overall development strategic objectives of the enterprise, the guidelines, policies, strategies, etc. for the development and utilization of human resources of the enterprise;
Organizational Planning:The design of the overall framework of the enterprise mainly includes organizational investigation, diagnosis, organizational design and adjustment, etc.;
Personnel Planning:The analysis of the current situation of human resources of the enterprise, mainly the demand for personnel, the supply of personnel, the balance of supply and demand, etc.;
Expense Planning:Overall planning of human resource management costs, including budget, investment plan, training cost control, etc.
Steps in human resource planning
Background research:Mainly for the analysis of strategy and external factors, HR must improve their business thinking, understand the strategic direction and goals of the enterprise, and focus on systematic analysis from the key requirements of the strategy, industry development trends, enterprise development status, employment environment, internal customer needs, etc.
Internal Analysis Diagnostics:It is mainly divided into two parts: external and internal analysis. The external analysis is mainly changes in the labor market, changes in legal and regulatory requirements, market salaries, difficulty in talent recruitment and main channels, etc.; Internal analysis is mainly the data managed by the internal management of the enterprise. For example, enterprise human resource policy data, salary and welfare level data, training and development level data, performance appraisal data, etc.;
Changes in Human Resources**:It refers to the analysis of the internal and external key factors that affect the company's human resources needs according to the company's development plan and strategic objectives, and determines the talent classification and quality requirements of the company's human resources team, and the number of talents left and recruited by the company;
Develop HR strategic objectives:Based on the analysis results of internal and external influencing factors, combined with the company's development stage and human resources changes, formulate the company's human resources development strategic objectives and key tasks; It is recommended to use SWOT tools to clarify work objectives by evaluating strengths, weaknesses, competitive opportunities, and threats within the company's human resources.
Clarify the implementation plan:Focusing on the achievement of the planning objectives, formulate corresponding measures, determine the implementation plan of recruitment, training, incentives, etc., and pay attention to the supervision and revision of the implementation process, hold regular management meetings, and continuously improve.
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