Keywords: human resource planning; Enterprise strategy; Fusion docking; study
I. The concept of human resource planning
Human resources are transformed from personnel management, which mainly focuses on the management of people's affairs and pays more attention to the management afterwards. The main basis for doing things is management principles and articles of association. In the process of management, the management concept is backward and passive, and there are too many mandatory management, which greatly blows the enthusiasm of employees. Modern enterprise human resource management is gradually improving, and the realization of human resource management mainly depends on the forward-looking and leading nature of management. Under the principle of "people-oriented", we pay more attention to guidance, encouragement, development and innovation, so as to achieve the management effect of 1+ 1 >: 2. Human resource planning, also known as human resource planning, as the starting point and foundation of human resource management activities, is directly related to the efficiency and effect of human resource management in enterprises, so in recent years, more attention has been paid to human resource planning, which needs to be gradually improved.
If an enterprise wants to achieve a beautiful vision and obtain certain economic benefits, it must first ensure the normal and effective operation within the enterprise. Implementing enterprise human resource planning is an important work link to realize the strategic goal of enterprise development. The formulation of human resource planning must adapt to the actual situation of the current organization group, and at the same time, it is required that human resource planning does not violate the measures to improve economic efficiency. The purpose of enterprise planning is to stabilize and balance the supply and demand relationship within the enterprise. People are the main body and the most active influencing factor of enterprise development, so human resource management planning plays a decisive role in enterprise development. The overall goal of human resource planning is to ensure that the work situation of each position in the enterprise is adapted to the personnel situation, realize the optimal allocation of human resources, motivate and guide employees, maximize the development and utilization of human resources potential, and finally maximize the enterprise and economic benefits.
Second, the concept of enterprise strategy
Enterprise strategy includes competition, marketing, development, brand, financing, technology development, talent development, resource development and other strategic directions, and enterprise strategy is the general name of the above strategies. Although the enterprise strategy points to a wide range, its basic attribute is to take the development of the enterprise as the goal. It is different to deal with the overall, long-term and basic problems of the enterprise, put forward the strategy and establish the forward-looking planning. Enterprise strategy is also epochal. Such as enterprise information strategy and enterprise sustainable development strategy, are constantly changing and innovating with the development and requirements of the times. The basic attributes of enterprise strategy are the same, and different strategies and effects are produced from different levels and angles of planning problems. Problems related to the integrity, long-term and foundation of an enterprise can all be attributed to the category of enterprise strategy. In marketing, enterprise strategy is defined as a long-term, overall plan or scheme made by an enterprise for its survival and development on the basis of summing up historical experience, investigating the present situation and predicting the future in the fierce market economy environment.
Third, the relationship between human resource planning and corporate strategy
1. Enterprise strategy and human resources are related in time. In the process of enterprise operation, enterprise strategy comes first and human resource planning comes last. From the conceptual analysis of the two, it is not difficult to see that human resource planning is gradually developed after the strategic objectives and plans of enterprises are determined. Therefore, after the enterprise has established its own business strategic planning and value chain core business planning, it is a law that must be followed to carry out human resource planning on the premise of analyzing the internal and external environment of human resources and forming a perfect management system.
2. Enterprise strategy includes human resource planning in a certain sense. As one of the measures of enterprise development and management, human resource planning is also a part of enterprise strategy. Human resource planning has made great contributions to the optimal allocation and planning of human resources in enterprises and the implementation of methods and means; Enterprise strategy is the beacon of human resource planning, which points out the direction for enterprise human resource management activities and ultimately helps enterprises achieve strategic goals.
3. As the carrier of enterprise strategy implementation, human resource planning plays an increasingly important role. The implementation of enterprise strategy needs human resource planning as the carrier, which embodies the strategic purpose of the enterprise incisively and vividly, which is also the strategic value of human resource planning. Human resource planning is an inevitable choice for the company to implement the strategic development of the enterprise, because the enterprise strategy requires the construction of talent team and the implementation of staff's core expertise and skills training. These are the important contents of human resource planning.
Fourthly, the integration and docking research of human resource planning and enterprise strategy.
1. Relocate the human resource planning and gradually realize the strategic objectives of the enterprise. For the research on the integration and docking of human resource planning and enterprise strategy, it is necessary to reposition human resource planning first. Human resource planning needs to follow the theoretical framework of enterprise strategic management, respond to the strategic content in time, and examine the measures to be implemented, upgrade human resource planning to strategic human resource management planning, integrate traditional human resource planning focusing on personnel supply and demand, and strengthen the consistency between human resource planning and enterprise strategic planning.
2. Human resource management serves the enterprise and defines the strategic objectives of the enterprise. It is necessary to fully understand the strategic objectives of enterprises, so as to coordinate human resources activities and organizational activities more effectively, truly implement the strategic objectives of enterprises, and realize the beautiful vision of human resources planning to serve enterprises and achieve enterprises. It is required that the strategic objectives of enterprises should be more clear, guide and guide the research and preparation of human resource planning, analyze and study the factors that may affect human resource management activities and should be considered in advance, carry out human resource planning activities in a targeted manner, formulate corresponding planning schemes according to local conditions, and finally follow the strategic principles and policies of enterprises to coordinate and support the implementation of enterprise strategic planning, thus promoting the realization of enterprise strategic objectives.
3. Strategic development requirements of key positions.
The ultimate realization of enterprise strategic objectives can not be separated from the support and dedication of enterprise core personnel. Key personnel mainly refer to a series of personnel who can play an important role in promoting the development of enterprises in many aspects such as business operation, management, technology and production. It is closely related to the realization of strategic objectives of enterprises. Mastering the core technical capabilities of enterprise development is difficult to be replaced by personnel turnover within enterprises and talent supply outside the market in a certain period of time.
The data such as quantity, quality and structural gap of key positions in enterprises are topics that we need to further analyze and study. The implementation of key post evaluation mechanism can study and analyze the post level, provide sufficient and effective data basis for human resource post planning, thus effectively making reasonable requirements for key posts and formulating various measures for enterprises to meet the requirements of human resource planning for key posts in enterprise strategy.
In addition, the implementation of enterprise key position evaluation mechanism can also reflect certain data differences. If there is a big difference between the status of key positions and the future ideal situation, then enterprises need to formulate a series of improvement measures for this situation, and the improvement measures are effective management promotion plans. According to the actual situation, around the strategic development goal of the enterprise, combined with the requirements of human resource planning, a scientific and reasonable key position management promotion plan can be formulated. The key point is to attract, retain, develop and motivate talents in key positions, and adopt targeted human resource management combination strategies to improve the return on investment of human capital, so as to better serve the enterprise strategy and realize the strategic objectives of the enterprise as soon as possible.
Verb (abbreviation of verb) conclusion
Enterprises should proceed from their own reality, deeply understand the strategic significance of enterprises through the practice of human resource planning, and put them into practical action. Deeply understand the integration and docking of enterprise strategy-oriented human resource planning, understand the ways and means of this management idea, and apply it to enterprises, so as to effectively solve the problem of deviation from enterprise strategy in the process of formulating human resource planning, provide enterprises with brand-new development perspectives and ideas, and finally break through their own difficulties and continue to develop and grow.
References:
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[4] Lai Huaqiang, Hong. How to make human resource planning and enterprise strategy seamlessly connect [J]. Manager, 20 1 1 (04): 76-77.