Human resource planning is a set of measures to enable enterprises to have a certain quality and necessary amount of manpower to achieve organizational goals, including personal interests, in order to obtain the matching of personnel needs and personnel ownership in the future development of enterprises.

Among them, the goal of human resource planning is:

1, acquire and maintain a certain number of people with specific skills, knowledge structure and abilities.

2. Make full use of existing human resources.

3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization.

4, establish a well-trained, flexible workforce, enhance the ability of enterprises to adapt to the unknown environment.

5. Reduce the dependence of enterprises on external recruitment in key technical links.

Verification of human resources refers to the inspection of the quantity, quality, structure and distribution of human resources.

Human resource information includes: personal natural situation, employment data, educational background data, salary data, job execution evaluation, work experience, service and resignation data, work attitude, historical data of work or position, etc.

The methods of human resource demand forecasting include intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting). Job analysis: Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the basis of the whole human resource management. Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means.

The role of job analysis:

1. Select and appoint talents.

2. Formulate effective personnel forecasting scheme and personnel plan.

3. Design a positive personnel training and development plan.

4. Provide assessment, promotion and operation standards.

5. Improve work and production efficiency.

6. Establish an advanced and reasonable labor quota and remuneration system.

7. Improve the work design and environment.

8. Strengthen career counseling and career guidance.

Procedures of job analysis: preparation stage, planning stage, analysis stage, description stage, application stage and operation control.

The information of job analysis includes:

1, name of the work

2. Number of employees

3. Work unit

4. Responsibility

5. Working knowledge

6, intelligence requirements

7. Proficiency and accuracy

8.experience

9. Education and training

10, physical requirements

1 1, working environment

12, the relationship with other work

13, working hours and shifts

14, employee characteristics

15, selection method

The information obtained from job analysis is organized as follows:

1, text description

2. Work list and questionnaire

3. Activity analysis

4. Determinant method

Second, the staff recruitment and configuration

Staff recruitment: according to the requirements of the strategic planning of the enterprise, recruit excellent and suitable people to enter the enterprise and put the right people in the right positions.

Among them, the commonly used recruitment methods are: scenario simulation of recruitment interview, psychological test and labor skill test.

Staff recruitment must meet the requirements:

1, in line with relevant national laws and policies and national interests.

2, the principle of fairness

3. Equal employment should be adhered to in recruitment.

4. Ensure the quality of employees.

5. According to the needs of enterprise human resources planning and the job qualification requirements of job descriptions, we use scientific methods and procedures to carry out recruitment.

6. Efforts should be made to reduce recruitment costs and focus on improving recruitment efficiency. Recruitment expenses include: new recruitment expenses; Replacement cost; Opportunity cost.

Personnel deployment measures:

1, take deployment measures according to the supply and demand of human resources inside and outside the enterprise.

2. Construction of talent echelon.

3. The policy of giving priority to the deployment of talents from within the enterprise.

4. Implement the personnel policy of open competition.

Steps of manpower demand diagnosis:

1, the human resources planning is unified by the company. Or by the various departments according to the long-term or short-term actual work needs, put forward the manpower demand.

2. The "Personnel Requirements Form" shall be filled in by the Human Resources Department.

3. Audit by the Human Resources Department.

The staffing table includes:

1. Department and position of the required personnel;

2. Work content, responsibilities and authority;

3, the number of people needed and what kind of employment;

4. Basic information of personnel (age, gender);

5. Required education and experience;

6. Hope skills and professional knowledge;

7. Other contents that need to be explained.

Contents of the recruitment plan:

1, the number of employees and personnel required to reach the specified employment rate.

2. Time interval from candidate application to employment.

3. Employment standards

4. Sources of employment

5, recruitment cost calculation

Recruitment cost calculation:

1, personnel cost

2. Operating expenses

3. Comprehensive management fees of enterprises

Classification of recruitment methods:

1, entrust various employment agencies.

Step 2 recruit yourself

Recruitment tests and the interview process;

1, organize various forms of examinations and tests.

2. Determine the candidates for the interview, issue an interview notice, and make preparations before the interview.

3, the implementation of the interview process

4. Analyze and evaluate the interview results

5. Determine the final result of personnel recruitment and conduct physical examination when necessary.

6. Feedback of interview results

7. Archive interview materials.

Contents of pre-job training for employed personnel:

1, familiar with the work content, nature, responsibility, authority, interests and norms.

2. Understand corporate culture, policies and rules and regulations.

3. Be familiar with the enterprise environment, post environment and personnel environment.

4. Be familiar with and master the workflow and skills.

Third, performance appraisal.

Performance evaluation: from the connotation, it is to evaluate people and their working conditions, and to reflect their relative value or contribution in the organization through evaluation. Broadly speaking, it is to observe, record, analyze and evaluate people purposefully and systematically in daily work. These include:

Significance of performance evaluation:

1. Evaluate from the enterprise's business objectives, so that the personnel treatment management after evaluation will contribute to the realization of the enterprise's business objectives.

2. As an integral part of the personnel management system, a set of systematic institutional norms, procedures and methods are used for evaluation.

3. Based on the facts, evaluate the working ability, working attitude and performance of the members of the organization in their daily work.

The purpose of performance evaluation:

1. Evaluate the performance of employees.

2. Establish an effective performance appraisal system, procedures and methods.

3. Realize the recognition, understanding and familiarity of all employees, especially managers, in the performance appraisal.

4. Promote the performance appraisal system

5. Improvement and promotion of the company's overall performance.

The role of performance evaluation:

First of all, for the company

1, performance improvement.

2. Staff training.

3. motivation.

4. personnel adjustment.

5. Salary adjustment.

6. Compare the work results with the objectives, and check the performance of employees.

7. Performance comparison among employees.

Second, for the supervisor.

1. Help subordinates to establish professional working relationships.

2, in order to explain the supervisor's expectations of subordinates.

3. Understand the views of subordinates on their responsibilities, goals and tasks.

4. Get the opinions and suggestions of subordinates to the supervisor and the company.

5. Provide supervisors with the opportunity to explain personnel decisions such as salary and treatment to subordinates.

6.* * * Discuss employee training and development needs and action plans.

Third, for employees.

1, deepen your understanding of your responsibilities and goals.

2. Achievement and ability are appreciated by the boss.

3. Get an opportunity to explain difficulties and misunderstandings.

4. Understand the implementation of policies related to yourself.

5. Know your own development prospects.

6. Get a sense of participation in the job evaluation process that affects you.

Performance evaluation category:

1, annual assessment

2. Assessment at ordinary times

3. Special tax contribution

The working procedures of performance appraisal are divided into closed appraisal and open appraisal.

The main indicators of short-term performance appraisal effect evaluation are:

1, assessment completion rate

2. Action plan determined through evaluation interview.

3, a written report of the quality evaluation results

4. The attitude of superiors and employees to evaluation and their understanding of the role they play.

5. Fairness.

Main indicators of long-term effect evaluation:

1, organizational performance

2. Staff quality

3. Employee turnover rate

4. The improvement of employees' recognition of the enterprise.

Matters needing attention in employee evaluation feedback:

1, tentative

2. Willing to listen

Step 3 concretize

Step 4 respect subordinates

5. Comprehensive feedback

Step 6 be constructive

7. Don't overemphasize the shortcomings of employees.

Four. Training and development

Training and development: The organization will improve employees' working ability, knowledge level and potential through learning and discipline, so as to make employees' personal qualities match their work needs to the maximum extent and promote the improvement of employees' current and future work performance. These include:

Definition of training: Training is a process to teach new employees or existing employees the basic skills necessary to complete the work.

Definition of development: development mainly refers to management development, which refers to all activities to improve current or future management performance by imparting knowledge, changing ideas or improving skills.

The main purpose of training and development:

1, improve the level of work performance and improve the working ability of employees.

2. Enhance the adaptability and resilience of organizations or individuals.

3. Improve and enhance employees' sense of identity and belonging to the organization.

Characteristics of enterprise training and development;

1. Regularity of training

2. Progress in training.

3. Post-extension of training effect

Training demand analysis: long-term goals and short-term goals. Including:

1. Analysis of human resource requirements of the organization

2. Organizational efficiency analysis

3. Organizational culture analysis

The analysis of personnel training needs includes:

1, analysis of personnel's ability, quality and skills

2. Job performance evaluation

Training methods:

1, teaching methods

2. Operation mode method

3. Case study method, etc.

Verb (abbreviation of verb) salary and welfare management

Definition of salary: refers to the sum of all kinds of monetary and in-kind rewards that employees get for providing labor for enterprises. These include:

Steps to formulate salary and welfare system:

1, formulate salary strategy

2, job analysis

3. Salary survey

4. Salary structure design

5, salary grading and fixed salary

6. Control and management of salary system

The definition of salary structure refers to the relationship between the relative value of each position in an enterprise organization and the corresponding paid salary.

Factors affecting salary setting:

First, internal factors.

1, business nature and content of the enterprise

2. Corporate organizational culture

3, the enterprise's ability to pay

4. Employee position.

Second, external factors.

1, social consciousness

2. Local living standards

3. National policies and regulations

4. Human resources market situation.

Post evaluation: post evaluation is a method to systematically evaluate the position of each post in the internal salary structure of the unit.

Principles of post-evaluation:

1, system principle 2

, practical principle

3. Standardization principle

4. Principle of energy level correspondence

5. Optimization principle,

Five elements of job evaluation:

1, labor responsibility

2, labor skills

3. Labor psychology

4. Labor intensity

5. Working environment

Indicators and classification of job evaluation: job evaluation is divided into 24 indicators, which can be divided into:

1, evaluation index, namely, labor skills, labor responsibility and labor psychology 14 index.

2, the determination of indicators, namely, labor intensity and working environment *** 10 indicators.

The methods of job evaluation mainly include:

1, permutation

Step 2 classify

3. Scoring method

4. Factor comparison method

Definition of post evaluation standard: refers to the unified provisions made by relevant departments on the methods, indicators and indicator system of post evaluation.

Intransitive verb labor relations

Labor relations: social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, institutions, etc.). ) in the process of labor. These include:

Labor contract: it is an agreement between the laborer and the employer to establish labor relations and clarify the rights and obligations of both parties.

The principle of concluding a labor contract: equality, voluntariness and consensus through consultation.

Invalid labor contract: labor contracts that violate laws and administrative regulations and labor contracts concluded by fraud or threat are invalid.

The definition of probation period: refers to the inspection period of no more than six months agreed by the employer and the employee for mutual understanding and choice.

Terms of the labor contract:

1, term of labor contract

2. Work function

3. Labor protection and working conditions

4. Labor remuneration

5, labor discipline

6. Conditions for termination of labor contract

7. Liability for breach of labor contract.

Classification of labor contract term: fixed term, non-fixed term, and completion of certain work as the term.

Modification of the labor contract: During the performance of the labor contract, due to changes in circumstances, some terms of the labor contract can be modified and supplemented through consultation between both parties. The unchanged part continues to be valid.

Definition of labor contract termination: The labor contract is terminated when it expires or the conditions for termination of the labor contract appear.

Renewal of Labor Contract: Upon the expiration of the term of the Labor Contract, the Labor Contract can be renewed through negotiation between both parties.

Dissolution of labor contract: refers to the legal act that one or both parties to the labor contract terminate the labor relationship in advance for some reason after the labor contract is concluded and before the labor is fully performed.

Definition of collective contract: A collective contract is a written agreement reached by a trade union (or employee representative) on behalf of employees and enterprises on issues such as labor remuneration and working conditions through consultation and negotiation.

Contents of the collective contract:

1, standard specification for working conditions.

2. Transitional provisions.

3, the provisions of the collective contract itself.

Collective contract comes into effect: if the labor administrative department does not raise any objection within 15 days after receiving the text of the labor contract, the collective contract comes into effect.

Disputes over collective contracts: In case of disputes over the signing of collective contracts through collective negotiation, if both parties fail to reach an agreement through consultation, they may submit a written consultation application to the labor dispute coordination agency of the labor administrative department; Do not apply, if necessary, by the labor administrative department to coordinate the handling.

Definition of labor dispute: refers to disputes arising from the implementation of labor rights and the performance of labor obligations by both parties in labor relations.

Scope of labor disputes:

1. Disputes arising from dismissal, dismissal, dismissal of employees, resignation of employees, voluntary resignation, etc.

2 disputes arising from the implementation of state regulations on wages, social insurance benefits, training and labor protection.

3. Disputes arising from the performance of the labor contract.

4, state organs, institutions, social organizations and the unit to establish a labor contract relationship between workers, individual industrial and commercial households and helper, apprentice disputes.

5. Other labor disputes that should be handled in accordance with the Regulations on Handling Labor Disputes in Enterprises as stipulated by laws and regulations. .

The labor dispute handling institution is:

1, enterprise labor dispute mediation committee

2. Labor Arbitration Committee

3, the people's court

Labor Dispute Mediation Committee: an organization established by the employing unit in accordance with the Labor Law and the Regulations on Handling Labor Disputes in Enterprises, and a mass organization specialized in handling labor disputes with employees of the unit.

Composition of the Labor Dispute Mediation Committee:

1, employee representative

2. Owner's representative

3, the employer's trade union representatives.

Labor dispute arbitration commission: it is a specialized institution dealing with labor disputes.

People's Court: It is a national judicial organ and also undertakes the task of handling labor disputes.