What is the concept of recruitment planning?

Narrow sense: based on strategic planning and development goals, an enterprise predicts the demand for human resources in the future development of the enterprise and the activity process of providing human resources to meet this demand according to the changes of its internal and external environment.

Broad sense: the general name of all kinds of human resources planning in enterprises.

According to the time limit: long-term (more than five years) and short-term (less than one year), and the medium-term plan in between.

According to the content: strategic development planning, organization and personnel planning, system construction planning, employee development planning.

Human resource planning is to transform the business strategy and objectives of an enterprise into strength demand, and analyze and formulate some specific objectives of human resource management from the perspective of the whole enterprise.

The concept of human resource planning includes the following four meanings:

1, human resource planning must be based on the development strategy and objectives of the organization.

2. Human resource planning should adapt to changes in the internal and external environment of the organization.

3. Making necessary human resources policies and measures is the main work of human resources planning.

4. The purpose of human resource planning is to balance the supply and demand of human resources in the organization and ensure the long-term sustainable development of the organization and the realization of employees' personal interests.

The role of human resource planning:

1, which is beneficial for organizations to formulate strategic objectives and development plans.

Human resource planning is an important part of an organization's development strategy and an important guarantee for achieving its strategic objectives.

2. Ensure the demand for human resources in the process of organizational survival and development.

The human resources department must analyze the gap between the demand and supply of human resources in the organization and make various plans to meet the demand for human resources.

3. Conducive to the orderly management of human resources.

Human resource planning is the basis of enterprise human resource management, which consists of overall planning and various business plans, and provides reliable information and basis for management activities (such as determining the demand and supply of personnel, adjusting posts and tasks, training, etc.). ), so as to ensure the orderly management activities.

4, is conducive to mobilize the enthusiasm and creativity of employees.

Human resource management requires meeting employees' personal needs (including material needs and spiritual needs) and inspiring employees' lasting enthusiasm while achieving organizational goals. Only under the condition of human resource planning can employees know what they can satisfy and the degree of satisfaction.

5. It is beneficial to control the cost of human resources.

Human resource planning is helpful to calculate the implementation cost and benefit of human resource planning scheme. It is an indispensable link for the sustainable development of the organization to predict the changes of the organization's personnel through human resource planning, adjust the organization's personnel structure and control the labor cost at a reasonable level.

Human resource planning includes five aspects:

1. strategic planning is the stipulation of the principles, policies and strategies for the development and utilization of human resources in enterprises according to the overall development strategy of enterprises. It is the core of various specific human resources plans and the key plan that concerns the overall situation.

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, the drawing of organizational charts, the organization of investigation, diagnosis and evaluation, the organization design and adjustment, and the setting of organizational structure.

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 the current situation of human resources, the staffing of the enterprise, the forecast of personnel demand and supply, and the balance of personnel supply and demand.

5. Expense planning Expense 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.

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. For us now, the essence of human resource planning is to determine the company's future human resource management goals according to the company's business policy, so as to achieve the company's established goals.

Therefore, we divide human resource planning into strategic planning and tactical planning.

First, the strategic planning of human resources

Strategic planning is mainly based on the company's internal business direction and business objectives, as well as the impact of the company's external social and legal environment on human resources, to develop a set of inter-annual plans. At the same time, we should pay attention to the unity of stability and flexibility in strategic planning.

In the process of making a strategic plan, we must pay attention to the following factors:

1. Changes in the national and local human resources policy environment

Including the formulation of national human resources laws and regulations and various talent measures. The implementation of national economic laws and regulations, changes in the domestic and international conventional environment, and national and local policies and regulations on human resources and talents. These changes in the external environment will inevitably affect the overall operating environment within the company, so the human resources policy within the company should also be changed accordingly.

2. Changes in the company's internal operating environment.

The formulation of the company's human resources policy must conform to the changes in the company's management, organization, operation and business objectives. Therefore, the company's human resource management must change according to the following principles and the changes in the company's internal operating environment.

1) stability principle

The principle of stability is that the stable development of the company should be the premise and foundation of the company's human resource management on the premise of the company's continuous improvement of work efficiency.

2) growth principle

The principle of growth means that when the company's capital accumulation increases, sales increase, and the company's scale and market expand, the number of employees will definitely increase. The basic content and goal of the company's human resources is for the growth and development of the company.

3) the principle of continuity

Human resource management should aim at the vitality and sustainable growth of the company and maintain the eternal development potential of the company; We should devote ourselves to labor-capital coordination, talent training and successor training.

3. Human resource forecast

According to the company's strategic planning and the analysis of the company's internal and external environment, in order to meet the needs of the company's development and avoid the blindness of making human resources tactical plans, the company should make appropriate predictions about the personnel needed by the company, and the following factors should be considered when estimating the personnel:

1) personnel who need to increase or decrease due to the development and contraction of the company's business;

2) Personnel who need to be supplemented due to resignation and transfer of existing personnel;

3) Personnel needed due to the change of management system, technological innovation and the expansion of the company's business plan.

4. Integration of corporate culture

The core of corporate culture is to cultivate the company's values and innovative and pragmatic corporate culture. In the company's human resources planning, we must pay full attention to the integration and infiltration of employees and company culture, ensure the company's business characteristics, realize the company's business strategy and restrain organizational behavior. Only in this way can the company's human resources be sustainable and have its own human resources characteristics.

Second, the tactical plan of human resources

Tactical plan is a specific plan based on the forecast of external human resources supply and demand that the company will face in the future and the forecast of human resources demand for the company's development, including recruitment, dismissal, promotion, training, salary and welfare policy, echelon construction and organizational change.

After having the company's human resources strategic planning in human resources management, it is necessary to formulate the company's human resources tactical planning.

The human resources tactical plan includes four parts:

1, recruitment plan

For the talents that the company needs to increase, it is necessary to make a recruitment plan for the talents, which is usually a year, and the contents include:

1) Calculate the talents needed this year, plan to inspect the talents that can be promoted internally, determine the number of talents that must be recruited externally in each year, determine the recruitment methods, and find recruitment sources.

2) How to arrange work for hired talents to prevent brain drain.

2, personnel training plan

Personnel training plan is an important part of manpower plan. According to the company's business needs, strategic objectives and training capabilities, the following training plans are determined:

1) professional training plan;

2) departmental training plan;

3) general personnel training plan;

4) sending a study plan;

3. Evaluation plan;

Generally speaking, due to the different internal division of labor, the assessment methods for personnel are also different. Under the principle of improvement, fairness and development, the assessment should be based on the contribution of employees to the company. This is the guiding method of performance appraisal. The performance appraisal scheme should determine the advantages and disadvantages of employees in their work from two aspects: the quantity and quality of employees' work results.

For example, the appraisal system of scientific research personnel is different from that of financial personnel in the company, so when making the appraisal scheme, we should make the corresponding human resource performance appraisal scheme according to the different nature of work. It includes at least the following three aspects: the variability of working environment; Program scale of work content; Independence of employees' work.

After the performance appraisal plan is formulated, relevant assessment methods should be formulated accordingly. Commonly used methods include: ranking method, parallel method, critical event method, forced normal distribution, scale evaluation table method, behavior orientation grade evaluation method, and target management method.

4. Development plan

Combined with the company's development goals and performance appraisal results, design the career planning and career development channels of core employees, clarify the development direction and goals of core employees in the enterprise, and improve their professional loyalty and work enthusiasm.