What Are the Different Steps of HR Planning?

Human Resource Plan (Human Resource Plan, HRP) is also called human resource plan, which refers to the implementation of the company's development strategy, the completion of the company's production and operation goals, according to changes in the internal and external environment and conditions of the company, through the need for future human resources Analysis and estimation of supply conditions, use scientific methods for organizational design, functional planning for all aspects of human resource acquisition, allocation, use, protection, etc., and formulate an enterprise human resource supply and demand balance plan to ensure that the organization will In the required positions, obtain all kinds of necessary human resources, and ensure that people (posts) get the best of their talents, so as to achieve the reasonable allocation of human resources and other resources, and effectively encourage and develop the planning of employees. ^[1]

human resource planing

(Strategic engineering to provide human resources)

Narrow sense: enterprise from

By planned scope

Overall human resources planning

Departmental Human Resources Planning

Human resource planning for a specific task or job

According to the content of the plan

(1) Human resources strategic development plan

Is based on the goals of the company's overall development strategy,

Contents of Generalized Human Resources Planning

(1) Human resources strategic development plan

(2) Organizing personnel planning

(3) Human resources management cost budget

(4) Construction of human resources management system

(5) Human resources development planning

(6) Human resources system adjustment and development plan ^[2]

Since the 1970s, human resource planning has become an important function of human resource management, and it has been integrated into the company's personnel policy. Human resource planning is essentially the prediction of future organizational tasks and environmental requirements for the organization and the management process of providing personnel to complete these tasks and meet these requirements. The main function and purpose of human resource planning is to predict the human resource demand and possible supply of the enterprise, and ensure that the enterprise obtains the required qualified personnel at the required time and position. In fact, human resource planning is a systematic strategic project. It is guided by the development strategy of the company, based on a comprehensive review of existing human resources, analysis of internal and external conditions of the enterprise, and based on forecasting the future supply and demand of personnel by the organization Including promotion planning, supplementary planning, training and development planning, personnel deployment planning, salary planning, etc., it basically covers various human resources management tasks. Human resources planning also has a continuous and important impact on human resources management activities through the formulation of personnel policies .

In the human resources management function, human resources planning is strategic and flexible. Organization development strategy and the formulation of goals, tasks, plans and

(1) Planning human development

Manpower development includes manpower forecasting, manpower recruitment and staff training. These three are closely linked and inseparable. On the one hand, human resource planning analyzes the current situation of human resources to understand personnel trends; on the other hand, it makes some predictions on future human needs in order to comprehensively consider the increase and decrease of human resources in the enterprise, and then develop staffing and training plans. Therefore, human resource planning is the foundation of human development.

(2) Reasonable use of human resources

There are only a few companies whose human resources are fully in line with the ideal situation. In a considerable number of companies, some of them are overworked, while others are too relaxed; perhaps some people have limited abilities, while others feel they are overcapacity and underutilized. Human resource planning can improve the imbalance of human distribution, and then seek to rationalize so that human resources can meet the development needs of the organization.

(3) To meet the needs of organizational development

The characteristics of any organization are the constant pursuit of survival and development, and the main factor for survival and development is the acquisition and use of human resources. That is, how to get the various types of human resources needed by the organization at the right time, amount and quality. Due to the rapid development of modern science and technology and the ever-changing social environment, how to deal with these changing factors and cooperate with the development goals of the organization is very important for proper planning of human resources.

(4) Reduce employment costs

There are many factors that affect the number of employees in the enterprise structure, such as business, technological innovation, machinery and equipment, organizational work systems, and staff capabilities. Human resource planning can make some analysis of the existing human resources structure, and find out the bottlenecks that affect the effective use of human resources, make full use of human resource efficiency, and reduce the proportion of human resources in costs.

(1) Meeting the requirements of the organization's overall strategic development

Human resource planning is an important part of an organization's development strategy

(1) Obtain and maintain a certain number of personnel with specific skills, knowledge structures and capabilities;

(2) Make full use of existing human resources;

(3) Ability to predict potential people in the organization

The process of human resource planning, that is, the process of human resource planning, can generally be divided into the following steps: collecting relevant information,

(1) Planning period

Determine the length of the planning time. Be specific about when to start and when to end. If it is a long-term human resource plan, it can be more than 5 years; if it is a short-term human resource plan, such as an annual human resource plan, it is 1 year.

(2) Planned goals

Determining what you want to achieve is closely tied to your organization's goals, preferably with specific data, and concise.

(3) Scenario analysis

Scenario analysis: It is mainly based on the collection of information to analyze the supply and demand of human resources in the organization and further develop the basis for the plan.

Future scenario analysis: On the basis of collecting information, within the planned time period, predict the future supply and demand of human resources in the organization, and further point out the basis for formulating the plan.

(4) Specific content

This is the core part of the human resources planning document, which mainly includes the following aspects: project content, execution time, responsible person, inspector, inspection date, budget, and so on.

(5) Planner

The planner can be a person or a department.

(6) Planning time

It mainly refers to the date when the plan is formally determined.

Evaluation of system adjustment plans

While implementing human resource planning, regular and irregular assessments should be performed. From the following three aspects:

(1) Whether the plan has been faithfully implemented.

(2) Whether the human resource planning itself is reasonable.

(3) Compare the results of implementation with human resource planning, and guide future human resource planning activities by finding gaps between planning and reality.

Feedback and amendments to the implementation of human resource planning are indispensable steps in the process of human resource planning. After the evaluation results come out, timely feedback should be carried out, and then the original planning content should be timely revised to make it more in line with reality and better promote the realization of organizational goals.

development trend

In order to ensure the practicality and effectiveness of the enterprise human resource plan, the human resource plan will pay more attention to the presentation of key links;

For the long-term plans in the human resources plan, it also tends to clarify and refine the key links in the plan, and refine them into specific executable plans. It is best to clarify the responsibilities and requirements of the plan and have corresponding Evaluation strategy

As the change cycle of the human resources market and corporate development is increasing, companies are more inclined to devote themselves to preparing annual human resource plans and short-term plans;

The human resource plan of the enterprise will pay more attention to the data analysis and quantitative evaluation of key links, and will clearly define the scope of the human resource plan.