Simply put, the significance of enterprise human resource planning mainly has four aspects:
1. Ensure the realization of the enterprise's human resources goals.
Planning is a tool to achieve goals. Every enterprise has its own development goals, and it is impossible to achieve these goals without a plan. It goes without saying that it is important for enterprises to make human resources planning scientifically.
2. Make human resources management work orderly.
A complete human resource plan should explain in detail all kinds of things that enterprises need to do in human resource management. In this way, enterprises can have rules to follow for a period of time. Business managers can clearly realize who should do what when and where. Only in this way can human resource management be truly completed, and then the enterprise's goals can be achieved.
3. Early warning on the introduction and training of human resources in short supply in enterprises.
Because the human resource plan is not made out of thin air, we can clearly know the quantity and quality of human resources in enterprises after making the human resource plan. If the number of human resources is insufficient, it may be necessary to recruit and select; If there is a problem with the quality of human resources, training may be needed.
4. Encourage employees to work harder to achieve the enterprise's goals.
There are many ways to motivate employees, among which performance evaluation, reward system, career planning and career management are closely related to human resource management.
What is human resource planning?
Some bosses say that we do human resources planning every year, but the effect is not so good. But if you are lucky enough to look through their human resources plans, it is either empty talk or copying the ready-made texts of other companies. This will hardly help our company achieve its goals. So this kind of human resource planning does more harm than good. The main reason may be that bosses don't know what human resource planning is.
The so-called human resource planning refers to the prediction and related work that enterprises decide to introduce, maintain, improve and lose human resources according to the current human resources situation in order to achieve strategic and tactical goals and meet the needs of the quality and quantity of human resources in the future.
Human resource planning can be mainly divided into two categories: strategic human resource planning and tactical human resource planning.
Strategic human resource planning mainly refers to human resource planning for more than three years. It is a human resource plan to achieve the strategic goals of enterprises.
Tactical human resource plan refers to the annual human resource plan. It is a human resource plan to achieve the tactical objectives of enterprises, taking into account the current development of enterprises and related economic micro-factors. The human resource planning discussed in this paper refers to tactical human resource planning.
How to make a human resource plan
Making a scientific human resource plan is generally divided into five steps: determining vision, making a strategic plan, making an annual plan, making a human resource plan, and writing a human resource management action plan.
1. Determining desire is a long-term goal of twenty, thirty or even fifty years, which can be described in one or two sentences, but desire is very important. Without a vision, enterprises have no direction to work hard, and other plans are invalid.
Step 2 make a strategic plan
Under the premise of determining the vision, the enterprise must first make a strategic plan, that is, it must clearly know what the enterprise will achieve in three to five years.
3. Make an annual plan
After making a strategic plan, you can make the annual plan of the enterprise, that is to say, the enterprise should clearly know what goals to achieve within one year.
4. Develop a human resources plan
After an enterprise has an annual plan, it can begin to make a human resource plan. There are four steps in making a human resource plan: collecting relevant information, forecasting human resource demand, forecasting human resource supply and making a human resource plan.
(1) Collect relevant information. Mainly collect external and internal information. External information mainly includes: macro-economic development trend, industry development prospect, main competitors' trends, related scientific and technological development trends, labor market changes, government laws and policies, population development trends, social development trends, cultural customs and habits evolution and so on. Internal information mainly includes: enterprise development planning, changes in corporate vision, changes in enterprise leadership, changes in human resource costs, changes in production lines, changes in sales channels, changes in financing capacity, and so on.
(2) Forecast the demand for human resources. According to the collected information, we can accurately predict the future demand for the quantity and quality of human resources by using certain methods.
(3) Forecast the supply of human resources. According to the collected information, we can accurately predict the supply of human resources in quantity and quality in the future by using certain methods. If the supply exceeds the demand, we should consider the outflow of some human resources; If demand exceeds supply, we should consider introducing some human resources. Of course, there are also training employees, changing plans and adjusting the salary system. It is also a means that can be used.
(4) Prepare the human resource plan. A complete human resource plan should at least include the following aspects: planning time period, planning objectives, current situation analysis, future situation prediction, planning matters, planners and planning time. Also be sure to attach an action plan.
5. Prepare human resource management action plan
Many managers think that human resource planning does not necessarily have an action plan. This is a big misunderstanding. Action plan is an important aspect of human resource planning. Without this piece, the human resources plan is incomplete.
Human resource management action plan generally consists of project name and project details. The project details mainly include the following contents: project leader, project participants, implementation time, project inspector, inspection time, project budget, etc. If there are several projects, there should be several project details.
Of course, after making a good human resources plan, the key is implementation. However, whether a scientific and feasible human resource planning is formulated is the premise of implementation. This is a job with less input and more output. A clever boss should not be penny wise and pound foolish!
First, the company training system planning
Training policies and strategies
Formulation of training policy
Training process to improve training effect
Training solutions for internal trainers
Company policy support
Case: Introduction and Analysis of Training Policy of a Well-known Company
Second, the investigation and analysis of training needs
Demand analysis based on strategy and management level
Demand Analysis Based on Career Planning
Problem-oriented and Performance-oriented Training Needs Analysis
Demand analysis based on competency model
Training demand survey method
Case study:
Statistical analysis method of training demand of a company
Three. Annual training plan and training implementation
Content structure of annual training plan
The process and skills of making annual training plan
Investigation, analysis and planning of curriculum development and knowledge structure
Example: Show and analyze the mature curriculum.
Selection of external teachers and training strategies of internal lecturers
Key points of compiling annual training plan
Annual training plan and budget plan
Example: demonstration and analysis of training plan and bidding examples.
Analysis and control of all links in training implementation
Example: List of various items before the training begins.
Four. Training effect evaluation and improvement action plan
Introduction of four-level evaluation method of training effect
How to improve the training effect
Post-training action plan and its implementation
Example: Improve the training effect through the improvement plan after training.