How to make a manpower recruitment plan

It is systematic human resource planning

Human Resource Planning (HRP for short) is a systematic strategic project. It is guided by the enterprise development strategy and comprehensively verified. Based on the existing human resources and analysis of internal and external conditions of the enterprise, with forecasting the organization's future supply and demand of personnel as the starting point, the content includes promotion planning, supplementary planning, training and development planning, personnel deployment planning, salary planning, etc., basically covering human resources Various management tasks, human resource planning also has a continuous and important impact on human resource management activities through the formulation of personnel policies.

Procedure

The procedure of human resource planning is the process of human resource planning, which can generally be divided into the following steps: collecting relevant information, forecasting human resource demand, and forecasting human resource supply. , determine the net demand for human resources, prepare human resource planning, implement human resource planning, evaluate human resource planning, and feedback and revise human resource planning.

Collect relevant information

The information for human resource planning includes internal information of the organization and information of the external environment of the organization. Internal information of the organization mainly includes the enterprise's strategic plan, tactical plan, action plan, plans of various departments of the enterprise, current human resources status, etc. The organization's external environmental information mainly includes the macroeconomic situation and industry economic situation, technological development, industry competitiveness, labor market, population and social development trends, relevant government policies, etc.

Human resources demand forecast

Human resource demand forecast includes short-term forecast and long-term forecast, total quantity forecast and demand forecast for each position. The typical steps of human resource demand forecasting are as follows: Step 1, realistic human resource demand forecasting. Step 2: Forecast future human resource needs. Step 3: Predict the future loss of human resources. Step 4: Obtain the human resource demand forecast results.

Human resource supply forecast

Human resource supply forecast includes internal supply forecast and external supply forecast of the organization. The typical steps of human resource supply forecasting are as follows: Step 1, internal human resource supply forecasting. Step 2: Forecast the supply of external human resources. Step 3: Summarize the organization’s internal human resource supply forecast data and the organization’s external human resource supply forecast data to obtain the organization’s overall human resource supply data.

Determine the net demand for human resources

Based on the forecast data of future demand and supply of employees, compare the forecast number of the organization's human resource needs with the organization's own supply during the same period Comparative analysis of human resource forecasts can be conducted, and the net demand for various types of personnel can be calculated from the comparative analysis. The "net demand" mentioned here includes not only the quantity of personnel, but also the quality and structure of personnel. That is, it is necessary to determine both "how many people are needed" and "what people are needed." The quantity and quality must be corresponding. In this way, targeted recruitment or training can be carried out, which provides a basis for the organization to formulate policies and measures related to human resources.

Prepare human resource planning

Based on the organization's strategic goals and the organization's net demand for employees, prepare human resource planning, including overall planning and various business plans. At the same time, we must pay attention to the connection and balance between the overall plan and various business plans, and propose specific policies and measures to adjust supply and demand. A typical human resources plan should include: planning time period, planned goals, scenario analysis, specific content, formulator, and formulation time. 1. Planning time period: Determine the length of the planning time and specify when it will start and when it will end. If it is a long-term human resource plan, it can last for more than 5 years; if it is a short-term human resource plan, such as annual human resource plan, it can be 1 year. 2. Plan the goals to be achieved. The goals to be determined should be closely linked to the goals of the organization. It is best to have specific data and be concise and to the point. 3． Scenario analysis Current scenario analysis: Mainly based on the collection of information, the organization's current supply and demand situation of human resources is analyzed, and the basis for formulating the plan is further pointed out.

Future scenario analysis: Based on the collection of information, within the planned time period, predict the organization's future supply and demand of human resources, and further indicate the basis for formulating the plan. 4. Specific content: This is the core part of human resource planning, which mainly includes the following aspects: 1) Project content. 2) Execution time. 3) Person in charge. 4) Inspector. 5) Check the date. 6) Budget. 5. Planner The plan maker can be a person or a department. 6. Plan formulation time mainly refers to the date when the plan is formally determined.

Implementing human resource planning

The implementation of human resource planning is the actual operation process of human resource planning. Pay attention to the coordination between various departments and links. During the implementation process The following points need to be noted: 1) There must be a dedicated person responsible for the implementation of the established plan, and the person in charge must be given the rights and resources to ensure the realization of the human resource planning plan. 2) Ensure that the plan is implemented to the letter. 3) Be prepared before implementation. 4) Go all out when implementing. 5) There should be regular reports on implementation progress to ensure that the plan is consistent with the environment and organizational goals.

Human resource planning evaluation

While implementing human resource planning, regular and irregular evaluations must be carried out. Proceed from the following three aspects: 1) Whether this plan has been faithfully implemented. 2) Whether the human resource planning itself is reasonable. 3) Compare the implementation results with human resource planning, and guide future human resource planning activities by discovering the gap between planning and reality.

Feedback and revision of human resource planning

Feedback and revision after the implementation of human resource planning is an indispensable step in the human resource planning process. After the evaluation results come out, timely feedback should be provided to make timely revisions to the original plan to make it more realistic and better promote the achievement of organizational goals.

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Full consideration of changes in internal and external environments

Only when human resources planning fully considers changes in internal and external environments can it Adapt to needs and truly serve corporate development goals. Internal changes mainly refer to changes in sales, development, or changes in corporate development strategies, as well as changes in the flow of company employees; external changes refer to changes in the social consumer market, changes in government human resources policies, and changes in the talent market. wait. In order to better adapt to these changes, human resource planning should make predictions and risk changes for possible situations, and it is best to have response strategies to face risks.

Ensure the human resources security of the enterprise

The human resources security issue of the enterprise is the core issue that should be solved in the human resources plan. It includes personnel inflow forecast, outflow forecast, internal flow forecast of personnel, social human resource supply status analysis, profit and loss analysis of personnel flow, etc. Only by effectively ensuring the supply of human resources to the enterprise can it be possible to carry out deeper human resource management and development.

Enable long-term benefits to both the company and employees

Human resources planning is not only a plan for the company, but also a plan for employees. The development of enterprises and the development of employees are mutually dependent and mutually reinforcing. If we only consider the development needs of the enterprise and ignore the development of employees, it will undermine the achievement of the enterprise's development goals. An excellent human resources plan must be a plan that enables the company and employees to achieve long-term benefits, and it must be a plan that enables the company and employees to develop together.

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In order to ensure the practicality and effectiveness of the enterprise's human resource plan, the human resource plan will pay more attention to the statement of key links; For long-term plans, we also tend to clarify and detail the key links in the plan and refine them into specific executable plans. It is best to clarify the responsibilities and requirements of the plan and have corresponding evaluation strategies; due to manpower The cycle of change in the resource market and enterprise development is accelerating, and enterprises are more inclined to devote themselves to preparing annual human resource plans and short-term plans; the enterprise's human resource plan will pay more attention to data analysis and quantitative evaluation of key links, and will clearly limit the number of human resources The scope of resource planning.

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Human resource planning is to ensure that the organization achieves the following goals: 1. Obtain and maintain a certain number of personnel with specific skills, knowledge structures and abilities; make full use of existing personnel Have human resources; 2. Be able to predict potential personnel surplus or shortage in the enterprise organization; 3. Build a well-trained and flexible workforce to enhance the enterprise's ability to adapt to unknown environments; 4. Reduce the enterprise's inability to work in key technical links Dependence on external recruitment. In order to achieve the above goals, human resource planning needs to focus on the following: ● How many people are needed; ● What skills, knowledge and abilities employees should have; ● Whether the existing human resources can meet the known needs; ● Further training of employees Whether training and development is necessary; ● Whether recruitment is necessary; ● When new employees will be needed; ● When training or recruitment will start; ● What response measures should be taken if layoffs are necessary to reduce expenses or due to poor operating conditions; ● In addition to enthusiasm and responsibility, are there other personnel factors that can be developed and utilized?

Purpose of editing this paragraph

Planning human development

Human development includes manpower forecasting, manpower recruitment and personnel training. These three are closely linked and inseparable. On the one hand, human resource planning analyzes the current manpower status to understand personnel dynamics; on the other hand, it makes some predictions about future manpower needs in order to comprehensively consider the increase or decrease in the company's manpower, and then formulate staff recruitment and training plans accordingly. Therefore, human resource planning is the basis of human resource development.

Promote the rational use of human resources

Only a few companies have human resources that are fully in line with the ideal situation. In quite a number of enterprises, some people are overloaded with work, while others work too lightly; perhaps some people have limited abilities, while others feel that they have more than enough and are not fully utilized. Human resource planning can improve the imbalance of human resources allocation and then seek rationalization so that human resources can meet the development needs of the organization.

Meeting the needs of organizational development

The characteristics of any organization are the constant pursuit of survival and development, and the main factor for survival and development is the acquisition and utilization of human resources. That is, how to obtain the various human resources needed by the organization at the right time, in the right amount and with the right quality. As modern science and technology are changing rapidly and the social environment is ever-changing, it is very important to properly plan human resources in response to these changing factors and in line with organizational development goals.

Reduce employment costs

There are many factors that affect the number of employees in an enterprise structure, such as business, technological innovation, machinery and equipment, organizational work systems, staff capabilities, etc. Human resource planning can conduct some analysis on the existing human resources structure and identify bottlenecks that affect the effective use of human resources, so that human resource efficiency can be fully utilized and the proportion of human resources in costs can be reduced.

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Personnel file information: used to estimate the current human resources (technology, ability and potential) and analyze the current utilization of these human resources. Human resource forecasting: Forecasting future personnel requirements (number of workers required, estimated availability, required skill mix, internal and external labor supply). Action plan: Increase qualified personnel and fill expected vacancies through actions such as recruitment, hiring, training, work arrangements, job transfers, promotions, development, and compensation.

Today, when everyone is advocated to embody their value, the thoughts and choices faced by young talents often accelerate the instability of this relationship. Human resource management based on this should reflect a broad-minded approach to human resource management. It should ensure that when personnel experience the process of the company, their personal values ??are combined with the company's values, and The individual is propelled to greater development, while the ideas given by the company spread. The value of human resource management in company operations is to promote employees to have a healthy mentality and a positive life. It should promote the principle of mutual benefit and responsibility among employees, that is, there is no inevitable obedience and due behavior between each other, and there is a balance. In this kind of relationship, it is essential to strictly formulate the rules of respect and sharing, but the operation of everything still needs to follow the company's process, that is, the business processing process and schedule must be thoroughly implemented. If this is not the case, The company can consider letting go of such employees.

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Reflections of the dynamic nature of human resource planning: 1. The dynamic nature of reference information 2. The regularity of global planning based on changes in the environment and itself 3. Execution Flexibility of plans and specific measures 4. Dynamic monitoring of planning operations

Edit the tasks of human resource planning in this paragraph

Systematically evaluate the demand for human resources in the organization and select appropriate ones The main content of the personnel development and implementation personnel training plan planning project

Overall planning of human resources management overall goals and supporting policies

Staffing plan for different positions, departments and work types in the medium and long term Distribution of personnel

The separation plan includes the situation of personnel who have resigned due to various reasons and their positions

The supplementary plan needs to supplement the positions, quantity and requirements for personnel

Utilization plan personnel promotion policy, promotion time, job rotation status, personnel situation and rotation time

Use and training plan for key personnel of career plan

Labor relations plan Objectives and measures to reduce and prevent labor disputes and improve labor relations

Training development plan determines training objects, purpose, content, time, location and instructors, etc.

Performance and salary and welfare plan for individuals And the department's performance standards, measurement methods, salary structure, total salary, salary relationship, benefits, and the corresponding relationship between performance and salary, etc.

Edit the operation of human resource planning in this paragraph

Human resources Specific steps for the operation of resource planning: Verify existing human resources, forecast human resources, forecast human supply, draft plans, match supply and demand, execute planning and implementation, monitor and evaluate human resource planning

Edit this paragraph annual human resources planning

No matter how busy you are at the end of the year, you can’t do without summary; no matter how busy you are at the beginning of the year, you can’t do without planning. One of the most important functions of the human resources department is the human resource planning of the enterprise. The so-called human resource planning refers to the analysis and estimation of job establishment, staffing, Functional planning of the human resources department for education and training, human resource management policies, recruitment and selection, etc. To do a good job in human resource planning, you must grasp the following links: (1) Find out the family background and diagnose the current situation. This is the first step and an essential step in doing a good job in human resource planning. Many corporate human resource managers do not have If you carry out the so-called planning process after knowing your own human resources situation, the result will definitely fail, either the prediction will be inaccurate or it will cause a waste of resources. Therefore, at the end of the year, companies can use human resources surveys to conduct a thorough investigation and evaluate the existing talents and skills in the organization based on the survey results. It is necessary to analyze not only the degree of matching between the knowledge, abilities and qualities of individual employees and the job description, but also to conduct an overall analysis of the internal human resources situation of the enterprise, and to propose and diagnose existing problems. (2) Forecasting demand and supply: Future human resource needs are determined by the company's business goals and development strategies.

In most cases, the organization's human resource needs are determined based on the organization's overall goals and the business scale forecast based on this. Therefore, human resource managers should calculate the total annual human resources and structural indicators classified by type of work, position, position, etc. based on the company's annual operating and financial plan indicators and the company's existing employee status, especially the employee turnover rate. ; On this basis, we will propose specific plans for annual recruitment, reduction of dismissals, layoffs and transfers, and job transfers; and finally determine the quantity, quality, and quality requirements for talent needs. After forecasting the demand for human resources, the supply of human resources should also be forecast, that is, estimating the number and type of personnel available to the company in the future. Therefore, human resource managers must pay attention to the supply and demand situation of corresponding positions in the talent market, the overall salary level, the quality of talent supply, etc., to ensure that the company can retain talents and recruit corresponding talents. (3) Develop an action plan. The third step in human resource planning is to formulate an action plan to meet future human resource needs. After conducting a thorough assessment of existing capabilities and future needs, managers can estimate the extent of human resource shortages (both quantitative and structural) and identify areas in the organization where overstaffing will occur. These projections are then combined with projections of future human resource supply to develop a course of action. According to the current situation and diagnosis of the enterprise's human resources management, combined with the enterprise's strategic goals and the enterprise's financial and material resources, action plans for all aspects of human resource management are formulated, such as internal human resources supply and demand balance plans, overall recruitment plans, and career planning plans. , performance appraisal adjustment plan, management trainee plan, salary adjustment plan, etc.

Edit this paragraph on how to prepare a human resource plan

The specific human resource planning preparation has the following steps: 1. Develop a job preparation plan. Based on the company's development plan and the content of the job analysis report, formulate a job writing plan. Write a plan stating the company's organizational structure, job settings, job descriptions, job qualifications, etc. Developing a job writing plan describes the size and model of the company's future organizational functions. 2. According to the company's development plan and combined with the company's human resources inventory report, formulate a personnel inventory plan. The staffing plan states the number of personnel for each position in the company, job changes of personnel, the number of vacancies, etc. The purpose of developing a staffing plan is to describe the company's future personnel quantity and quality composition. 3. Forecast personnel needs. Based on the job establishment plan and staffing plan, use forecasting methods to predict personnel demand forecasts. The personnel requirements should state the required job titles, number of personnel, expected arrival time, etc. It is best to formulate a breakdown of the number of employees, hiring costs, skill requirements, job categories, and the number and level of managers needed to accomplish the organization's goals. 4. Determine employee supply plan. Personnel supply plan is a countermeasure plan for personnel demand. It mainly describes the methods of personnel supply, internal and external personnel mobility policies, personnel acquisition channels and acquisition implementation plans, etc. By analyzing the past number, organizational structure and composition of the labor force, as well as personnel turnover, age changes and recruitment, the supply situation at a specific moment in the future can be predicted. The forecast results outline the organization's current human resource status and future developments and changes in turnover, retirement, elimination, promotion and other related aspects. 5. Develop a training plan. In order to improve the quality of the company's existing employees and adapt to the needs of the company's development, we attach great importance to employee training. The training plan includes training policies, training needs, training content, training forms, training assessment, etc. 6. Formulate a human resources management policy adjustment plan. The plan clearly clarifies the reasons, steps and scope of adjustments to the human resources policies within the plan. These include recruitment policies, performance policies, salary and welfare policies, incentive policies, career policies, employee management policies, etc. 7. Prepare the human resources department expense budget. This mainly includes the budget for recruitment expenses, training expenses, welfare expenses, etc. 8. Risk analysis and countermeasures for key tasks.