What are the contents of human resource planning?

Human resource planning is a process of predicting future organizational tasks and environmental requirements, and providing human resources to complete these tasks and meet these requirements. Through the collection and utilization of existing information, the use of resources in human resource management is evaluated and predicted. So, what are the contents of human resource planning? Below, I have collected and sorted out the contents of human resource planning for you, hoping to help you!

What are the contents of human resource planning?

1, strategic planning

According to the goal of the overall development strategy of the enterprise, it is the core of each specific human resource planning and the key planning that concerns the overall situation to stipulate the principles, policies and strategies for the development and utilization of human resources in the enterprise.

2. Organizational planning

Organizational planning is the design of the overall framework of the enterprise, which mainly includes the collection, processing and application of organizational information, drawing of organizational chart, organization investigation, diagnosis and evaluation, organization design and adjustment, organization structure setting, etc.

3. System planning

System planning is an important guarantee to realize the overall planning goal of human resources, including the procedures of human resources management system construction and institutionalized management.

4. Personnel planning

Personnel planning is the overall planning of the total number, composition and flow of employees in an enterprise, including the analysis of human resources, the staffing of the enterprise, the forecast of personnel supply and demand, and the balance of personnel supply and demand.

5. Cost planning

Cost planning is the overall planning of enterprise labor costs and human resource management expenses, including the budget, accounting, settlement and control of human resource expenses.

Human resource planning can be divided into strategic long-term planning, strategic medium-term planning and specific operational short-term planning, which are in harmony with other plans of the organization, obeying and serving other plans.

Related reading-six modules of human resource management

1, human resource planning

All ships sailing at sea need to establish navigation marks to locate their destinations, and at the same time need an effective navigation system to ensure that they sail on the right route. The same is true of human resource management, which needs to determine the orientation and realization of HR work objectives. The purpose of human resource planning is to analyze the current situation of enterprise resources and human resource management, find the focus and direction of future human resource work, formulate specific work plans and programs, and ensure the smooth realization of enterprise goals.

The focus of human resource planning is to collect, analyze and count the current information of human resource management in enterprises. According to these data and results, combined with enterprise strategy, make the future human resources work plan. Just like the navigator of the navigation mark of a sailing ship, human resource planning plays a role in positioning the target and grasping the route in HR work!

2. Recruitment and configuration

Personnel appointment emphasizes the matching of people and posts, the right position and the right person. Finding the right person but putting it in the wrong position will make recruitment as meaningless as not finding the right person. Only by recruiting the right talents and assigning them to the right places can effective recruitment be completed.

Recruitment and distribution have their own emphasis. Recruitment consists of a series of steps such as demand analysis, budget formulation, recruitment scheme formulation, recruitment implementation and follow-up evaluation. The key is to do a good job of demand analysis. First of all, make clear what people the enterprise needs, how many people it needs, what requirements it has for these people, and through what channels to find these people the company needs. After the goals and plans are clear, the recruitment work will become more targeted.

In fact, the analysis of recruitment needs should consider staffing, so that a standard is tailored according to the position, and then the personnel needed by the enterprise are recruited according to this standard, and staffing will be simplified as a procedural link. Recruitment and distribution can not be regarded as independent processes, but two links that influence and depend on each other. Only by recruiting suitable personnel and making effective allocation can we ensure the realization of the significance of recruitment.

3. Training and development

For new employees, in order to adapt and be competent as soon as possible, besides their own efforts, they also need the help of the company. For on-the-job employees, in order to adapt to the adjustment of company strategy brought about by the change of market situation, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is necessary to organize effective training to maximize the potential of employees. As far as content is concerned, training includes corporate culture training, rules and regulations training, job skills training and management skills development training.

Training must be targeted and take into account the specific needs of different groups of students. For new employees, training can help them adapt to and be competent for their jobs. For on-the-job employees, training can help them master the new skills needed for the post and help them maximize their potential. For the company, training will make the enterprise run smoothly and improve its performance. The importance of training and development is obvious.

4. Performance management

The purpose of performance appraisal is to affirm the past performance through an effective system and look forward to the continuous improvement of future performance. Traditional performance work only stays at the level of performance appraisal, while modern performance management pays more attention to the improvement of future performance. The shift of focus makes the focus of modern performance work shift. The effectiveness of the system has become the focus of human resources workers.

An effective performance management system includes scientific assessment indicators, reasonable assessment standards, and salary and welfare distribution and reward and punishment measures corresponding to the assessment results. Simple performance appraisal makes performance management limited to the attention of past work, paying more attention to the follow-up function of performance, and can shift the perspective of performance management to the continuous improvement of future performance!

5. Wages and benefits

Salary and benefits have two functions: one is to affirm the past performance of employees; Second, with the help of an effective salary and welfare system, employees can be promoted to continuously improve their performance. An effective salary and welfare system must be fair, ensuring external fairness, internal fairness and post fairness. External fairness will make the salary and welfare of enterprises competitive in the market, internal fairness needs to reflect the vertical difference of salary, and post fairness needs to reflect the competency gap of employees in the same position.

Fairness of past performance will definitely give employees a sense of accomplishment, and commitment to future salary and benefits will stimulate employees' enthusiasm for continuous improvement of performance. Salary and welfare must be organically combined with material and non-material forms in order to meet the different needs of employees and give full play to their maximum potential.

6. Labor relations

The handling of employee relations is based on relevant national laws and policies and company rules and regulations. At the beginning of the establishment of labor relations, the rights and obligations of workers and employers were clearly defined. During the contract period, the rights and obligations between workers and employers were handled according to the contract. For workers, it is necessary to use labor contracts to ensure the realization of their own interests, and at the same time to fulfill their obligations to the enterprise. For employers, labor contract laws and regulations are more about regulating their employment behavior and safeguarding the basic interests of workers.

On the other hand, it also protects the interests of employers, including the agreement on the service period of workers, dismissing incompetent workers according to applicable terms, legally evading labor laws and policies, and saving human capital expenditure for enterprises. In short, the purpose of employee relationship management is to clarify the rights and obligations of both parties, provide a stable environment for the business development of enterprises, and finally achieve a win-win situation for enterprises and employees through the achievement of the company's strategic objectives!

The work of each module of HR has its own emphasis, but each module is inseparable. Just like the biological chain, the lack of any link will affect the imbalance of the whole system. HR work is an organic whole, and all aspects of work should be in place. At the same time, we should constantly adjust the focus of work according to different situations to ensure the benign operation of human resource management and support the ultimate realization of corporate strategic goals!

I. Current Situation Analysis and Overall Planning

Because the enterprise has just set up a human resource post for less than a year, some basic work of human resource management lacks sufficient accumulation and precipitation, so at this stage, human resource planning is mainly based on basic work, and efforts are made to expand the work of six modules of human resource management and promote the implementation of enterprise strategic planning in time. At this stage, the focus is on establishing a unified and centralized human resource management information platform, shaping employee relations, salary and welfare management, performance appraisal and so on. , initially improve the human resource management system.

According to this year's work situation and existing shortcomings, combined with the actual situation of the company's development at present, the human resources department plans to carry out 20XX work from the following aspects:

Scheme 1: Personnel recruitment and deployment, do a good job in recruitment, and gradually expand and optimize recruitment channels.

Do a good job in the control of employee turnover rate and the foresight and handling of labor relations.

Scheme 2: Carry out salary management, improve the salary structure of employees, fully study employee welfare, and establish a scientific public.

A fair and competitive salary and welfare system.

Scheme 3: After a stage of assessment, gradually revise and modify the assessment indicators to achieve performance appraisal.

Perfect and normal operation of the price system, and ensure that it is linked to salary. So as to improve the enterprising spirit of employees, lay a foundation for better retaining enterprise talents, and enhance the effectiveness and authority of performance appraisal.

Option 4: Establish a training system.

Option 5: Improve the human resource system and human resource management files.

Second, the personnel recruitment and configuration plan

1, analysis of the present situation of enterprise human resources

20XX Plan: The company needs to improve the overall education level, and plans to recruit graduates with college education or above, so that the proportion of employees with college education or above is 30%, that of employees with college education is 50%, and that of employees with college education is 20%. In addition, the grassroots leaders are older as a whole, and it is planned to train a group of young grassroots leaders who can drive the development of the company.

2. Recruitment plan

The company has 34 employees. 20XX needs to recruit 15- 17 people in the first half of the year, and it is estimated that 4-6 people will be eliminated or lost, basically reaching about 45 people. 20XX recruits 15- 17 people in the second half of the year, and it is estimated that 4-6 people will be eliminated or lost, basically reaching about 56 people; The brain drain rate will be controlled within 10% after the posts are established.

3. How to acquire talents

Planned recruitment methods: targeted recruitment (mainly for fresh graduates of major universities) and online recruitment.

Specific recruitment schedule:

1) Every February and February-March 1 1-65438+ Participate in the school talent recruitment fair, mainly recruiting fresh graduates (undergraduate and excellent junior college graduates).

2) 2) Set up a paid website in 20xx, insist on online recruitment for a long time, and reserve talents that may be needed, mainly recruiting outstanding fresh graduates and graduates with 1-3 years of experience. According to the demand and the recruitment effect of the website, temporarily sort out and publish the recruitment information.

4. Contract management

Employees who pass the probation period sign labor contracts in time, and the initial contract period for new employees is one year; For the old employees whose contracts expire, they should renew their labor contracts in advance, understand their thoughts and trends two months in advance, and understand the reasons as soon as possible for the employees who have the idea of leaving their jobs. On the one hand, they should strive to retain key talents, on the other hand, they should find out the internal problems of the company as soon as possible so as to make improvements and complete the contract signing for the next year two months before the contract expires.

Third, improve the salary and welfare system.

1, salary system

There are generally three strategies for the overall salary orientation of modern enterprises: market leading strategy, market following strategy and cost-oriented strategy.

At present, our company generally adopts the cost-oriented strategy, that is, the salary level of the enterprise system is determined according to the enterprise's own cost budget, and the enterprise cost is saved as much as possible to improve the salary of employees.

According to the actual situation of the company, in the future development, it is planned to adopt a combination of three strategies. Senior managers and core technicians adopt market leading strategy to ensure the stability of high-end talents; General functional personnel and general production personnel adopt market-following and cost-oriented strategies. On the one hand, appropriately raise the overall salary level, narrow the gap with similar enterprises in the same region, and emphasize integration with the market; On the other hand, it is necessary to stimulate the core management backbone and technical backbone, ensure the talent base needed for long-term planning of enterprises, and create conditions for further introduction of high-end talents.

2. Welfare system

Welfare treatment is a form of encouragement and comfort given to employees by the company in addition to basic salary, performance salary, bonus and other labor remuneration. Employee benefits and incentives are complementary, and effective incentives can directly affect employee morale and corporate attractiveness. From 20XX—20XX, we will continue to improve the company's existing welfare policies and increase the welfare policies in a timely manner according to the company's development and the needs of employees:

1, paid holidays, holiday benefits. (It is necessary to improve the system of overtime work on holidays, daily overtime work and vacation adjustment, and the welfare is close to personal needs);

2. Health and welfare, the company organizes physical examination;

3. The company provides birthday subsidies (cake coupons or other forms) for employees' birthdays;

4. Travel and enjoy a free trip organized by the company every year;

5. Distribution of summer goods;

6. Regular and irregular activities, dinners and gifts.

Organize and plan each welfare distribution according to the employee's intention, record the time and items of each welfare distribution and file them.

Fourth, establish and improve the performance appraisal system.

Performance appraisal is a continuous communication process, which is guaranteed by reaching an agreement between employees and company leaders, and gradually reaching a clear goal and understanding in the future appraisal of employees, and bringing the organizations, managers and employees who may benefit into the appraisal system. In order to ensure the satisfactory results of performance appraisal, we need to start from the following points:

1, performance plan-setting performance targets

Performance management is not an after-the-fact accounting, and it is not a stick to manage employees. On the contrary, the implementation of performance management is to prevent poor performance, help employees improve their performance, and make the strategic objectives and long-term planning of enterprises be continuously realized. Therefore, before implementing performance management, leaders and employees need to reach a full understanding, including performance objectives and corresponding rewards and punishments.

2. Continuous two-way communication-performance coaching

In order to effectively carry out performance management, managers and employees must insist on continuous communication, which is two-way. If there are problems that need to be solved, either party can communicate with the other party. Communication should aim at solving the problems and obstacles encountered by employees at work and strive to help employees improve their performance.

3, performance evaluation-evaluate the performance of employees.

The results of performance appraisal should be analyzed regularly, and high-performance employees can share and learn from each other internally; Employees with low performance can take appropriate talks to understand the reasons for their low performance and their own ideas, and give full play to democratic and humanized management; Employees with persistent low performance can enter the elimination range if there is still no obvious improvement after the talk.

4. Record employee performance-establish employee performance files.

Employee performance file is the basic data of employee's later promotion, salary increase and elimination.

5. Diagnosis and improvement of performance management system

Evaluate the performance results on a regular basis, with a cycle of half a year 1 time, mainly to diagnose whether the overall benefit of the company is improved and whether the personal skills and income of employees are improved after the performance evaluation, and correct the problems diagnosed in time.

In view of our company, according to the above points, we mainly evaluate the following materials:

1, project evaluation

Complete the preliminary evaluation of all completed projects within 2 months, and conduct the final evaluation within 2 weeks after the project settlement. After 20XX—20XX years of assessment, we will regularly solicit the opinions of relevant personnel, constantly improve the assessment standards, and formulate fair, scientific and applicable assessment standards for different projects, so as to stabilize the project assessment, fully mobilize the enthusiasm of project personnel, clarify the direction of efforts of project personnel, and maximize the profits of the company and employees.

2. Personal evaluation (quarterly evaluation)

Personal assessment system is strictly linked with salary and bonus, which fully embodies the enterprising spirit of mobilizing employees to develop upward, so that employees can promote the development of the company while developing themselves.

3, the construction team leader assessment

Improve the initiative of grass-roots employees and clarify their work objectives and responsibilities.

4. Year-end evaluation

At the end of the year, all employees of the enterprise will be assessed annually. The annual assessment mainly refers to the quarterly assessment results, and the annual assessment results are linked to the selection of outstanding employees, salary adjustment and job promotion in the next year. The annual assessment results of project managers are linked to the annual bonus distribution, excellent selection, salary adjustment and job promotion in the next year, and the annual assessment results of logistics personnel are directly linked to the annual benefit bonus distribution. Those who fail the annual assessment may face demotion, salary reduction, transfer from their posts or termination of labor contracts.

Verb (abbreviation of verb) personnel training-training plan

At present, the company is in the stage of rapid development. During this period, the company not only faces the problems of all-round training of a large number of new employees and the cultivation of key talents, but also faces the problem of improving the comprehensive quality and professional quality of all employees. A large number of new employees will be the main force of the company to occupy the market in the later period, and the inability of internal middle-level leaders to effectively lead the growth of new employees will be one of the problems to enhance the overall ability of the company. If we still rely solely on the original training plan and the way of internal staff attending classes, we will not be able to play the training effect and must supply it.

(1) Training needs-analyze the direction that needs to be improved and improved in combination with the company's current situation.

1, lack of teamwork and caring spirit, and serious prevarication between departments;

2. Middle-level cadres lack effective management and communication skills, and lack truly qualified team leaders;

3. The new employees of the company expect to receive long-term and systematic training in order to realize the continuous improvement of personal skills and comprehensive quality.

(B) 20XX annual training highlights

1, corporate culture shaping

2. Team spirit building

3. Management and communication skills of middle managers

4. Professional knowledge training corresponding to each position

(3) Training methods

1. Combine centralized training, individual training and internal training, gradually train internal lecturers, carry out internal training, and expand the training effect;

2. Organize the internal activities of the company regularly, and carry out the collective activities of employees in the company regularly and for a long time in a planned way, so as to enhance the cohesion among employees on the one hand and improve the mutual cooperation among employees on the other.

Cooperation and cooperation skills.

3. Summarize and evaluate the results of each training, gradually improve the training effect and form an effective training system;

4. Gradually incorporate the training results into the assessment system to form a good atmosphere for independent training.

(4) Training materials

1, induction training; 2. Job skills training; 3, post management skills training (for management positions at all levels); 4. Promote training; 5. Internal training; 6. Expand training;

(5) Training budget (omitted)

Six, improve the human resources system, do a good job of human resources files and other documents.

1. Publish employee handbook, and make annual or semi-annual revision and improvement;

2, a clear job description, so that each post personnel know their daily affairs and responsibilities; On the basis of fully supplementing the staff of each post in 20XX years, further improve the organizational structure of the company:

(1) Determine and distinguish the responsibilities of various functional departments. Through job analysis, clearly divide the responsibilities of each post, and clearly define the responsibilities of each post, so as to achieve equal rights and responsibilities and perform their duties.

(2) reduce the phenomenon that the same post is responsible for different jobs, and strive to realize the scientific application of organizational structure and realize the full-time job.

(3) According to the work data, busyness and difficulty of technical requirements of each position, the positions are scientifically graded, which provides a scientific basis for talent recruitment, salary evaluation and performance appraisal.

3. Archive all kinds of human resources forms (including leave application form, employee registration form, employment confirmation application form, job creation application form, etc.);

4. Improve the human resource files, and a complete set of human resource files will be formed 20XX years ago. The establishment of this file should dynamically adhere to the good use function, and the human resources status of the enterprise can be reflected at any time through the human resources file, including all personal information such as age structure, education background, service years, salary level, title and qualification certificate holding scenario, contract term, training scenario, performance scenario, training development direction, etc. Human resource files are strictly confidential, and irrelevant personnel are strictly forbidden to browse at will. The basic file of this file should be completed 20XX years ago and updated at any time, and the electronic file should be gradually improved in 20XX years to realize the quick inquiry of the basic information of the company's employees.

5, organize and supervise all kinds of personnel qualification certificate learning and registration examination, increase the number of certificates in key positions such as construction engineer and cost engineer, and improve the certificate rate. While improving personal skills and quality, prepare for the company's qualifications and bidding projects.

Establish the workflow of registration, examination and evidence collection for all kinds of examinations, and record the examination subjects and scores in employees' personal files.

6, do a good job of employee motivation, improve the internal promotion system, formulate employee career planning. According to different positions, each employee's development goals within the company for three to five years (in line with the company's overall development goals) will make employees clear their development goals and have more motivation, on the one hand, promoting personal development, on the other hand, promoting the company to achieve the overall goals.

Note: this employee's career planning must be practical, so that employees can feel the satisfaction of the goal and believe in the feasibility of this goal.

7. Establish vertical and horizontal communication mechanisms within the company. Mobilize the subjective initiative of all employees and create a harmonious atmosphere that dares to communicate actively. As long as the company's previous technology, management methods and existing culturally disadvantaged are in the future development of the company, employees can actively put forward and discuss improvement measures. Avoid the spread of complaints, rumors and other bad styles caused by employees' internal opinions, and eliminate or alleviate the contradictions and conflicts between employees and the company in time.

(1) communicate downward, and explain the importance, why and what to pay attention to when dealing with the tasks assigned by the leaders, so as to avoid employees from not understanding the importance of the assigned tasks or misunderstanding how to deal with them, resulting in mistakes. Downward communication needs to pay attention to whether the upper leaders give orders to the middle leaders, and whether the middle leaders can convey the correct intentions to the lower employees.

(2) Improve upward communication so that employees can directly report their opinions at work to their superiors or leapfrog. Leaders should seriously understand the opinions of their subordinates, understand them in many ways and give answers. It can be delivered by mail or other means through the staff comments column.

Responsibilities of Human Resources Department 1

1. Communicate with the responsible area on a regular basis about recruitment needs and make recruitment plans.

2. Carry out the recruitment process as planned to ensure that the personnel who meet the requirements of the work and the company arrive at the post on time and hold suitable positions;

3. Statistically analyze the recruitment situation in the responsible area (recruitment success rate, recruitment channels, etc.). );

4. Investigate the human resources in the responsible area, and develop and maintain appropriate recruitment channels;

5. Organize, plan and implement campus recruitment according to the plan, and establish good relations with universities;

6. Assist the brand service group to expand recruitment channels;

Responsibilities of human resources 2

1. Responsible for the implementation of the recruitment plan for new retail technology-related positions, and implement the recruitment plan according to the company's human resources planning and relevant regulations;

2. Manage and promote the innovation of recruitment channels, constantly use new ideas and platforms, and explore new recruitment methods;

3. Operate and improve the talent pool, manage the recruitment budget, achieve the recruitment target and improve the recruitment efficiency;

4. Improve the recruitment process and platform, improve efficiency and complete the training of interviewers;