How to make a strategic plan of human resources

First, define the company strategy. To put it simply, strategic clarity means that the human resources supervisor should clarify the company's future industry positioning, business strategy, business scale, output value target and so on. What industry orientation determines what kind of talents to choose, business strategy determines what type of talents to choose, and business scale and output value target determine talent cost. Only when the company's strategy is clear can human resources planning be targeted, not castles in the air.

Second, the analysis of internal human resources. After defining the company's development strategy, the human resources department should make a detailed analysis of the company's current personnel quality and quantity. The specific procedures include: a detailed analysis of the education, ability and comprehensive quality of the current employees; Classify company personnel and distinguish which are blue chips, which are potential stocks, which are large-cap stocks and which are junk stocks.

Third, the staffing situation and demand analysis of various departments. Combined with the analysis of the company's human resources, the human resources department cooperates with the department manager to analyze the post allocation of each department, determine the post allocation and future demand, list the company's post demand table, and confirm with the department manager and the company's senior manager.

Fourth, make the company's human resources plan for 1-3 years. According to the comprehensive information of the last three stages, after repeated argumentation with the company's top management, a complete human resource planning document is compiled, which clearly plans the quality and quantity of the company's future human resource demand, and at the same time roughly explains the specific training methods, recruitment channels, cost planning and other implementation measures.

Fifth, formulate tactical measures to implement human resource planning. After the adoption of the company's human resources planning system, the next important task is that the human resources department should cooperate with the planning requirements and formulate relevant policies of "selecting, educating, using and staying" to meet the needs of human resources planning. Whether human resource planning can be implemented depends on how human resource workers better use some tactics and strategies to meet the requirements.