What is human resource planning?

Short-term goal \xd\_ Establish a unified and centralized human resource management information platform (i.e. employee relations, salary and welfare management, performance appraisal, etc.) \xd\_ Realize accurate and fast human resource data statistics \xd\_ Establish and improve human resource management system \xd\ _ Mid-term goal \xd\_ Realize a unified and standardized human resource management process \ Xd\_ Establish a career planning system \xd\_ Realize paperless management of human resources \xd\ Long-term goals \xd\_ Establish and popularize competency models \xd\_ Improve the skills and quality of personnel on a large scale, and lay a solid staff foundation for the long-term development of enterprises \xd\\xd\ According to the above work objectives, the annual main work objectives xd \ Combined with the current development situation and future trend of the Group, the Human Resources Department plans to carry out the work in 27-28 from ten aspects: \xd\1. Daily recruitment and allocation of human resources \xd\2. Carry out salary management, improve the salary structure of employees and implement a scientific and fair salary system; \xd\3. Fully consider employee welfare, do a good job in employee motivation, establish an internal promotion system, do a good job in employee career planning, cultivate employees' sense of ownership and dedication, and enhance enterprise cohesion. \xd\4. Refer to the performance evaluation methods of advanced enterprises, realize the perfection and normal operation of the performance evaluation system, and ensure that it is linked to salary. So as to improve the authority and effectiveness of performance appraisal \xd\5. Vigorously strengthen the training of employees' post knowledge, skills and quality, and increase the development of internal talents. \xd\6. Establish internal vertical and horizontal communication mechanisms, mobilize the subjective initiative of all employees in the group, and establish harmonious and harmonious internal relations. Brainstorm ideas and serve the development of enterprises. \xd\7. Do a good job in controlling the turnover rate, and foresee and handle labor relations and disputes. It not only protects the legitimate rights and interests of employees, but also protects the image and fundamental interests of the group. \xd\8. Further improve the powers and responsibilities of each functional department, strive for scientific application of the organizational structure, and make no major adjustments for three years to ensure the operation of the Group within the existing organizational structure. At the same time, the job analysis of various departments and positions in the group provides scientific basis for talent recruitment, salary evaluation and performance appraisal; \xd\\xd\ Notes: \xd\1. Human resources work is a systematic project. It can't be done overnight, so the human resources department should follow the principle of step by step when designing and formulating the annual plan. If we blindly pursue speed, the human resources department will not be able to guarantee the quality of the planned completion. \xd\2. For a growing and developing group, human resources work is a very important basic work, and it also needs the full cooperation of the whole group. Various departments and branches cooperate with each other to do a good job, so it needs the attention and support of the chairman. Whether to change the concept from top to bottom and the degree of support and cooperation provided by various departments and branches are the keys to the success or failure of human resources work. Therefore, after making the annual plan, the human resources department implores the leaders at all levels of the group, departments and branches to provide assistance in the process of completion. \xd\3. This plan is only the basic document for the annual work of the Human Resources Department in 27, not the specific work plan. In view of the fact that the construction of enterprise human resources is a long-term project, the human resources department will formulate a detailed work plan matching the plan for each job. However, this work plan must be put into practice after it has been studied and approved by the group leaders. In case of adjustment of the group's plan for this department, the human resources department will complete the annual work according to the adjusted plan. Similarly, the specific scheme, plan, system and form of each planned project will be implemented according to the adjusted plan of the Group. \xd\\xd\ According to the above summary and the current situation of the Group, in order to better straighten out the subordinate relationship between the Human Resources Department of the Group and the Human Resources Department of the branch, the Human Resources Department of the Group is changed into the Human Resources Management and Development Department, and the new department organization is set as follows: \xd\xd\ Group Human Resources Management and Development Department (1 manager) \ xd \ Management Group (Commissioner 2 Development team (2 commissioners) \xd\ employee relations \xd\ salary and benefits \xd\ company human resources management department \xd\ recruitment \xd\ training and development \xd\ assessment \xd\ employee development \xd\ xd \ Description of the above figure: \ xd In the management of the human resources department of the group branch, the management team is responsible for uploading, distributing, communicating and coordinating, and in the employee relationship, it is the support department for all the employees of the group, and will work from recruitment (internal recruitment and external recruitment), training and development, assessment and employee development. \xd\ As the power source of future enterprise development, the standardization of human resources work itself is very important. Therefore, in 27, the Human Resources Department will vigorously strengthen its internal management and standardization, strictly follow the requirements of human resources work in modern enterprises, and upgrade human resources work from simple personnel management to strategic human resources management, so that the results of human resources work will become one of the reference bases for the top decision-making of the group. \xd\ The self-construction plan of the Human Resources Department in 27 is: to improve the organizational functions of the department; Complete the staffing of the department; Improve the professional skills and professional quality of human resources practitioners; Improve the quality requirements of the department; Successfully complete the annual plan of the department and the tasks assigned by the group. \xd\ Personnel and departmental functions of human resources: \xd\1. Complete departmental staffing: the recruitment specialist, assessment specialist, personnel specialist and training specialist will be in place (can be part-time or substitute) before July 31, 27; \xd\2. Improve departmental functions: In order to achieve all plans in 27, the Human Resources Department must define its functions and responsibilities. It is planned to set up personnel commissioners (2) to specialize in personnel management. The main work involves: recruitment, employment, resignation, personnel files, attendance, salary, contract, welfare, etc., in addition to an important job: the management of the Group's human resources management and development department and its subordinate branches; Set up a training specialist (1) to specialize in personnel training and development. The main work involves: training plan formulation, training topic development, training personnel selection, training lecturer employment, training specific organization, training summary and assessment, etc. Assessment Commissioner (1), specializing in assessment work, the main work involves assessment, incentives, etc. The manager of human resources department is responsible for overall work, taking full responsibility for all work items of the department, and coordinating, planning, arranging and organizing the overall human resources strategic planning, human resources development and various human resources work of the group \xd\3. Establishing detailed human resources files of the group. The creation of this file should keep good use function under dynamic conditions. The human resources status of the group can be reflected at any time through the human resources file, including education level, service years, salary level, performance, training, rewards and punishments, training development direction and other indicators. And establish personnel files of all personnel in foreign offices for future use. This work should be completed before the first quarter of 27 (May 31st), and updated at any time. \xd\4. Improve the professional level of the operators in this department. While arranging the training for each department, the Human Resources Department should focus on improving the quality of the department staff. The manager of human resources department shoulders the responsibility of training, management and work guidance for subordinates. Therefore, the human resources department plans to conduct job training for all department personnel in 27, so as to improve the comprehensive ability of the department. \xd\5. Implement the departmental planning responsibility system. In 27, the Human Resources Department broke down the annual plan of the department. Make sure that each job has a responsible person, a deadline for completion, quality requirements for completion and assessment criteria. Do a good job in the follow-up and feedback of each work, adjust the work plan in time, and constantly improve the working methods to ensure the completion of the annual plan. \xd\ III. Matters needing attention in implementing the plan: \xd\1. The self-construction of the human resources department is related to the success or failure of the group's human resources work, and whether the human resources work is successful or not is also related to the long-term development direction and stamina of the enterprise. Therefore, the human resources department focuses on the future development and tries its best to build this department ahead of the development of the group. Only by fully advancing can we be prepared to meet the strategic needs of the future group's human resources work. People in this department must establish a sense of crisis and do their work carefully. \xd\2. The staffing of the Human Resources Department should consider the current development stage of the Group. Those who can merge and merge should merge and merge. There are four temporary positions in the near future, but no more than four people will be guaranteed in 27. \xd\3. Mentoring is the main business training of this department, and you can consider going abroad to attend domestic higher-level human resource management training courses when you have the conditions and time. \xd\xd\ One of the work plans of the Human Resources Department in 27: \ xd \ recruitment and allocation of human resources \ xd \ I. Overview of the plan: \ xd \ The recruitment and allocation plan of human resources that the Human Resources Department needs to complete in 27 is based on the daily recruitment and allocation of the Group, the development of the Group, and the adjustment of the organizational structure and the improvement of the responsibilities and positions of various departments. Therefore, as an important part of daily work and the work content under specific circumstances. The human resources department will complete this work in strict accordance with the needs of the group and the requirements of various departments. \xd\ The recruitment and allocation of human resources is not as simple as holding several job fairs. The human resources department should recruit talents according to the established organizational structure and job analysis of each department to meet the group's operational needs. In other words, it is the allocation principle of human resources to save human costs as much as possible, make people do their best as much as possible, and ensure the efficient operation of the organization. Therefore, in the process of reaching the plan, the human resources department will make necessary analysis and control on the human demand of each department. Considering that the Group is currently in the stage of development and transformation, the Human Resources Department will do three things in personnel recruitment and allocation: meet the demand, ensure the reserve, and carefully recruit. \xd\ II. Specific implementation plan: \xd\1. Planned recruitment methods: mainly targeted recruitment, taking into account online recruitment, and finding suitable personnel according to the development of the Group. \xd\2. Specific recruitment schedule: keep online recruitment of Yinhe Talent Network and Soucai Talent Network for a long time to reserve possible talents. According to the demand and the recruitment effect of the website, the session temporarily decided to release the recruitment information. \xd\3. In order to standardize the allocation of human resources recruitment, the Human Resources Department has drafted the Provisions on the Allocation of Group Personnel Recruitment before April 31st. \xd\ III. Precautions for implementing the plan: \xd\1. Attention should be paid to the selection of interview methods; Selection of interviewers; Drafting of interview questions; Fill in the interview form; The image of the interviewer; Feedback of interview results; \xd\2. Improve the existing interview process, add the written interview process and personality test process, so that we can fully understand the candidates. \xd\xd\ The second work plan of the Human Resources Department in 27: \xd\ Staff training and development \ xd \ 1. Overview of the plan: \ xd \ Staff training and development is the Group's long-term focus. Through the training and development of employees, their work skills, knowledge level, work efficiency and work quality will be further strengthened, so as to comprehensively improve the overall talent structure of the group and enhance the comprehensive competitiveness of enterprises. The investment in employee training and development is not a free investment, but a long-term investment with rich returns. In 27, the Human Resources Department plans to carry out employee training and development in a planned way, step by step and in a planned way, so as to make the Group one step ahead in talent training. \xd\ II. Specific implementation plan: \xd\1. Prepare the training plan for employees of the Group in 27 according to the overall needs of the Group and the training needs of its branches in 27 \xd\2. Adopt the form of training: invite external lecturers to give lectures in enterprises; Send personnel who need training to study outside; Select a group of internal lecturers for internal management and job skills training; Purchase advanced management science VCD, software packages, books and other materials to organize internal training; Strive for rotation training for promising staff; Bring new training with the old; Staff self-training (reading, work summary, etc.), etc. \xd\3. Planned training content: It depends on the needs of various departments and the development of the Group. See the training schedule \xd\4. Training schedule: external lecturers will teach in the group and internal lecturers will teach, and training will be arranged in time according to the development goals of the group. In principle, VCD teaching or reading club within the organization shall not be less than once a month. \xd\5. The human resources department is fully responsible for hiring all training lecturers and developing training courses. \xd\6. According to the details of training work, the Human Resources Department completed the drafting of the Group Training System before May 28th, 27. After being approved by the chairman, it will be distributed to all departments and branches for publicity. Staff training in 27 will be carried out in strict accordance with the system. \xd\ III. Matters needing attention in the implementation of the plan: \xd\1. The Human Resources Department usually pays attention to the research and development of training topics, collects the information of lecturers and training courses of well-known domestic consulting and training groups in time, and recommends relevant training topic information to relevant departments from time to time according to the needs of the group and departments. \xd\2. Training can't be formalized, but training, assessment and improvement should be achieved. After returning, the overseas trainees must summarize the training and communicate the contents, and submit the relevant materials to the Human Resources Department. Human resources department should pay attention to the evaluation organization and work performance observation after training. The results are stored in the employee's personal training file as one of the bases for employee performance appraisal, promotion, salary adjustment and dismissal. \xd\3. When arranging training, the Human Resources Department should first consider the coordination with work to avoid the conflict between busy work and training time, and second, consider the relationship between key training and general improvement, so as to avoid the phenomenon that one person in a certain department has repeatedly participated in training, while other departments have no chance to participate in training, and comprehensively consider the interests and needs of the group to comprehensively improve the quality of the staff. \xd\xd\ Work of Human Resources Department in 27 III \xd\ salary management \ xd \ I. Plan overview: \ xd \ According to the present situation and future development trend of the Group, the current salary management system will probably restrict the construction of the talent team of the Group, thus bringing certain influence to the long-term development of the Group. Through the human resources department's understanding of the existing salary situation of all levels of the group, it is suggested to establish a scientific and reasonable salary management system of the group as soon as possible. There are three reasons: First, the salary of employees in the group has been decided by the top management of the group for a long time, and the human resources department lacks the basis for employee salary management, which makes it difficult to introduce talents, and also makes some employees think that the salary depends on the feeling of the top management of the group.