What Is Strategic HR Planning?

Strategic human resource planning is an important foundation for achieving organizational strategy. It is an important link in the formulation, implementation and realization of organizational strategy. To put it simply, strategic human resource planning is to strategically plan and manage the "personnel flow" in an organization to determine when the company needs people, how many people, and what skills are needed.

Strategic Human Resources Planning

Right!

Strategic human resource planning is an important foundation for achieving organizational strategy. It is an important link in the formulation, implementation and realization of organizational strategy. To put it simply, strategic human resource planning is to strategically plan and manage the "personnel flow" in an organization to determine when the company needs people, how many people, and what skills are needed.

Chinese name

Strategic Human Resources Planning

Planning Overview

Is an important foundation for achieving organizational strategy

Relationship

Five points

Content

Four points

Relationship between strategic human resource planning and other human resource management functions

1) With job analysis and job design. (Redesign work and the entire organization, and make new plans for corresponding human resources).

2) Recruiting and hiring with personnel. (Make new requirements for incumbents, adopt new methods, technologies and strategies to obtain new types of human resources to meet the requirements of the organization)

3) and performance appraisal. (The method of performance appraisal has changed accordingly)

4) and compensation benefits. (organizational

Strategic human resource planning requires planning entities to strategically grasp the demand and supply of human resources based on the characteristics of human resources activities under the guidance of organizational vision, organizational goals and strategic planning, and to coordinate human resources dynamically from a strategic height Planning, striving to balance the demand and supply of human resources, thereby promoting the achievement of organizational goals.

(I) Analysis of corporate strategy and human resource requirements

First analyze the corporate strategy and development goals. According to the requirements of strategy and goals, analyze the human resource requirements needed to meet the requirements of strategy and goals, including the quality requirements, quantity requirements, and time required for employees of different structures in the strategic stage. Human resource demand forecasting methods mainly include expert group method, trend analysis method, correlation ratio forecast method and so on. This is an important basis for proper human resource planning.

(Two) inventory of human resources

Investigate, analyze and analyze the existing human resources of the enterprise. The main contents include personnel structure analysis and quality survey. Structural analysis includes survey and analysis of employee age structure, education structure, job structure, skill structure, and business structure; quality survey includes employee values, work attitude, and work ability, and analyzes whether existing employees are suitable for existing positions and rotation, promotion In terms of possibility, the survey methods are generally based on personnel basic data, combined with employee quality survey forms and performance analysis.

(III) Forecast of Human Resources Supply

The forecast includes enterprise internal supply forecast and external supply forecast. The internal supply forecast refers to the forecast of the demand for human resources in the future, combined with the content of human resources inventory, to predict and analyze the types and total amount of talents that can be self-supplied within the enterprise in the corresponding period in the future, including the stable supply situation and the structure brought by the flow of people Changes, such as employee turnover, rotation, promotion and demotion, etc .; external analysis content is mainly in the current economic environment, personnel policies, various talent supply and demand conditions and other conditions the company may obtain external talent. In this process, we must pay attention to the structural type, quality, and quantity of human resources that can be obtained, so as to achieve a true and accurate description.

(4) Formulation of human resources planning strategies

Based on the analysis of human resource demand, inventory and talent supply forecast results, analyze the gap between supply and demand, and formulate a scientific and reasonable human resource corresponding strategy.