How to effectively formulate annual HR planning

How to effectively formulate annual HR planning

How to effectively formulate annual HR planning. The development of any enterprise is inseparable from excellent human resources and the effective allocation of human resources. Therefore, at the end of the year, every company's HR will prepare a corresponding human resources planning system. So how to effectively formulate annual HR planning? How to effectively formulate annual HR planning 1

Li Fang, Shenzhen Ruiyida Management Consulting Co., Ltd., senior consultant; former Human Resources Director of Artron Enterprise Group.

Graduated from Peking University with a bachelor's degree in law. During his working life, he completed the MBA program of Peking University HSBC Business School and the master's degree of applied psychology in the Department of Psychology of Peking University. Possess multi-disciplinary professional background and knowledge accumulation in business administration, human resource management, psychology, law, etc.

15 years of practical experience in corporate management and human resources management, successfully implemented multiple human resources management consulting and talent development projects. He is good at human resources strategic planning, group management and control model design, human resources management system construction, organizational change management, talent management and development, and corporate culture construction.

Chinaren.com: Do you formulate an annual human resources plan for your company every year?

Li Fang: I have worked in my last company for more than 7 years. I do annual human resources planning every year and have done three mid-term plans. I personally believe that human resource planning is an important prerequisite for realizing strategic human resource management.

Chinaren.com: What do you think are the main aspects when formulating human resource planning?

Li Fang: It mainly includes 4 aspects:

1. The demand and supply forecast for human resources under the company’s mid-term strategy and annual business goals;

2 , Based on the summary of the previous human resources work, clarify the relevant policies and principles of human resources;

3. Various human resources work plans, including allocation plans, recruitment plans, training plans, and systems and policy adjustment plan;

4. Human resources budget.

Chinaren.com: As for recruitment and training, can you talk in detail about how it is formulated?

Li Fang: Regarding the recruitment plan specifically, a personnel demand survey will be organized in October every year, and the annual staffing plan will be determined based on the requirements of organizational development. Compare the demand with the internal human resources situation to determine the personnel supplement plan, which mainly includes internal adjustment plan, school recruitment plan, and social recruitment plan.

Specific to training, we conduct employee personal development surveys and training needs surveys every year, and formulate annual training plans based on the company’s talent strategy. The various functional modules of human resources are closely interactive and interrelated.

Chinaren.com: For newcomers to HR, what aspects do you think need to be paid attention to during the implementation of human resource planning?

Li Fang: In a sense, I think the formulation process is more important than the implementation process, but that does not mean that implementation is not important. If any plan cannot be implemented, it is empty talk or paper talk, and has no value. However, to ensure the smooth implementation of the plan, the following points need to be noted:

1. During the planning process, it is necessary to fully communicate with the decision-making level and each business department, and maintain a high degree of participation of the decision-making level and each business unit. , and ensure that human resources planning achieves multi-party consensus to a certain extent;

2. There must be a professional implementation team to ensure that the HR team has consistent goals and that each plan is promoted by qualified personnel; < /p>

3. Regularly review the implementation of the plan and make appropriate adjustments based on business conditions. Now that the external environment of the company is changing rapidly, HR must be able to respond quickly and cannot follow a step-by-step approach.

In short, the most important thing for the smooth progress of various HR tasks is communication, communication, and communication. Human resource planning.

Chinaren.com: Does your human resources plan match the company strategy, and what is the effect of its implementation?

Li Fang: I personally think that we have achieved a certain degree of matching, which is why I have always attached great importance to and insisted on the motivation for mid-term and annual human resource planning. In terms of implementation effects, most plans can be advanced gradually.

In the process of HR planning, HR personnel can get close to the corporate strategy and operations in a comprehensive and in-depth manner. It also helps to establish a systematic view of HR personnel and establish a good relationship between HR and decision-making levels, as well as the departments and employees they serve. effective communication.

Matching the formulated human resources plan with the company’s strategy is a big challenge for HR. Especially in many private enterprises, although the enterprise has developed to a certain scale, the management system is immature, the enterprise's strategic description is unclear, and some do not even do strategic planning.

In this case, the requirements for HR are very high. First of all, HR must have "internal strength" and our comprehensive quality must be tested. Not only must we have strong professional capabilities, but we must also master the concept of HR planning. and methods and be able to use them skillfully;

At the same time, you must understand the business, investigate, analyze, judge, and verify, and grasp the pulse of enterprise development; when you get the pulse, start from the professional perspective of HR, ask questions and Solve the problem.

How to understand the company’s strategy and current situation? Participate in more business meetings, communicate more with internal operating members, communicate more with employees in key positions, and communicate more with superiors. Be humble and have a learning attitude.

Chinaren.com: Should we consider potential costs when formulating human resource planning?

Li Fang: Of course we have to consider the cost issue. Each plan in human resource planning must be matched by resources. This is the business awareness that HR must have.

Chinaren.com: If we consider the cost issue, during this period of economic downturn, what do you think we need to pay attention to when formulating human resource planning?

Li Fang: I have come into contact with several benchmark companies in the industry. They all carried out large-scale personnel expansion when the company's prospects were extremely good, and ignored the investment in human resources costs, which resulted in a series of problems. .

During the economic downturn, when formulating human resource planning, special attention should be paid to internal tapping and not blind expansion. The so-called internal tapping of potential involves, first, a reasonable division of labor within the organization and reasonable position setting; second, placing the right people in the right positions; and third, improving per capita efficiency. During the period of economic downturn, the development prospects of enterprises are unclear, so do not blindly expand personnel; the above three-point measures for tapping internal potential can basically be achieved without too much investment. The key is that our HR must have methods and measures.

In addition, going back to the issue of considering costs when making plans just mentioned, personnel expense budgets are part of planning. In the process of HR planning, data must ultimately speak for itself.

Although cost is considered, some money should not be saved, such as investment in employee training. Talent cultivation is a long-term and win-win project. What HR needs to do is to maximize the effectiveness of limited resource investment. When talents are developed, enterprises will develop and society will progress.

Finally, I hope that HR colleagues can communicate more together, continue to learn, and continuously improve. Begin with the end in mind and make annual human resource planning. How to effectively develop annual HR planning 2

How HR develops personal annual plans

Consulting director Jill Banks once said, “Our understanding of goal setting is that it can enhance our ability to win the things we dream of. Possibilities. “Having clear goals can impact your work life, so it’s important to set goals about what you want to achieve, what you want to experience, and what you want to learn.

Here are some suggestions on how to get more bang for your time:

1. Make your “dream list”

You still have to have dreams. , what if it comes true... Being an HR person is not just about recruiting. Everyone should have a dream. Everyone in the workplace wants to get a promotion and a salary increase, or other "bigger" dreams. You might as well make a dream list first.

Jeff Vijungco, global vice president of Adobe, said, "A very good way to discover yourself is to imagine yourself in 5-10 years. That is, create an ideal future resume. Then Think backwards to figure out the only way to achieve this goal."

Take some free time. Create a new Baidu Mind Map on your computer, or just take out a pen and a piece of A4 paper.

Write down your goals. Regarding this dream plan,

Don’t limit yourself and write exactly what you want. Who do you want yourself to be? What kind of experiences have you had? What skills have you mastered? Write out everything that's on your mind.

2. Screen your goals

The next step is to screen your goals. Many people make plans at the beginning of every year, but find that the list remains the same at the end of the year. Why? Because you haven’t considered what you really need based on reality.

You must filter out the goals that are most necessary to you. Don’t think that a whole year is so long. If you set more goals, maybe you can achieve them? You don’t need to have too many goals. You have to know that some goals are not easy to achieve. More goals will only make you more troubled in allocating your time.

So this year, you have to start changing:

Classification: Classify the goals in your list and summarize them according to type.

Thinking: Look back on the past and position yourself. Such as your job title and life. Then arrange your wishes in order of importance based on your own positioning.

Delete: Think carefully about your list and remove goals that are not really important to you. Don’t put those goals on your list that you think are hot-headed goals that you see everyone following. After sorting it out, it’s your 2016 list.

Based on the list decided above, it is your core tasks. You can post them on the wall or use sticky notes on your computer to remind yourself.

3. Decompose your goals

For HR, the recruitment goals should be clear, and you should recruit the kind of talents you want. Are you clear enough about your personal goals?

Once you have a list of goals you need to accomplish in the second year, break them down into specific, implementable actions.

In order to understand the difficulty of achieving your goals, the first thing to do is to make a list of the skills you know in order of proficiency.

Then compare your goals on this basis and break them down into steps. Along the way, determine if you have the skills and abilities to achieve your goals, and if not, set those required skills as your new goals.

For example, yesterday I saw an editor on the Internet talking about his experience of traveling across the country to New Zealand to do underwater photography.

He first confirmed the necessary conditions for the job, including swimming, photography skills, and preparations for going abroad. After excluding the time spent on swimming that you have already mastered, in the preparation for going abroad, in addition to applying for a passport to go abroad, you must pass the IELTS test.

This is a new goal. According to this goal, he breaks down the skills and knowledge he needs to master one by one, such as the knowledge and goals that need to be subdivided in English learning.

Such a plan will make your goals clearer and increase your confidence in achieving them.

4. Resource plan

After breaking down your goals, you must allocate specific resources. You have no more than 3,000 hours available throughout the year. Maximizing the effectiveness of your time will turn your goals into real results.

Estimate your time-consuming based on the pace and difficulty of each skill breakdown, just like making a class schedule. And be sure to add your action plan to your calendar and to-do list. Then check your implementation on a monthly basis and setting monthly goals is also a good way to establish your schedule.

HR should be no stranger to resource plans. It is also their job to allocate human resources well, and you should also allocate personal resources in the new year. A resource plan will make you more efficient. Be clear about achieving your personal goals.

5. Tell everyone your plan

No matter what you think about it, people still have times when they want to be lazy. Occasionally, I will have the idea that it would be okay to take a break, thus procrastinating again and again. An effective way is to share the plan on social networks and ask everyone to supervise it. This will also help you make up your mind to do it.

You can also check in on Weibo or WeChat every day to update your progress. If you have enough time, you can write a short summary of your studies. While sharing your experience with others, you will also benefit. Encouragement from friends will also keep you going.

HR is also a profession that often deals with people. Sharing your plans also strengthens the connection with others. If you have people who share the same goals, you can stick to it and complete it together.