1.1. How to make annual human resources development plan

The mission of human resources: Meaning: Create the best platform for talent growth and promote the perfect execution of organizational strategies

Become a strategic partner internally, create the best employer brand externally, and attract more talents to the enterprise. Many outstanding talents

What does organizational development OD include:

1. What is the overall human resources development strategy (including preparation and budget)?

2. What kind of talents does the company have, and whether their abilities match the organizational requirements. Talent inventories must be done frequently.

3. In order for the team to have successors, there will be no gaps. , and at the same time ensure that the company continues to have talents as the force for strategic implementation and continuous supply of talents, it is necessary to continuously build the talent echelon

4. It is necessary to sort out job responsibilities and clarify the responsibilities of each position. For the follow-up Conduct performance appraisals and lay the foundation for clarifying KPI indicators for each position so that personnel in each position clearly know the work interface, responsibilities and content

5. Important content of OD and what kind of atmosphere should be used to promote learning atmosphere, everyone learns effectively based on their job responsibilities, and ultimately forms a learning organization

The 3-5 year plan is often ignored, the annual plan is interpreted based on cases, and the long-term and short-term goals are combined with the corporate strategy to effectively carry out Planning work

No matter how good the product is, it cannot be known and purchased by customers

Through external market research and internal analysis, we finally determine the talent allocation strategy and what kind of people are needed. Do I have the people now? What external methods, channels and fields can I use to obtain the talents I want? Internal competition to transfer and select talents

Manager Zhang has a results-oriented mindset

In addition to the current job requirements and responsibilities, conduct an inventory of other relevant positions in the company, form an evaluation report, and discover the final talent needs. Talent needs may also be phased, divided into first quarter, second quarter, and one year. We have recruited all the people, and we know what kind of talents can be obtained from the outside. The strategy is very clear, and it will not work without the corresponding talents.

Manager Zhang divided it into two steps:

1. Preparation, budget, and number of positions

2. Select and recruit other positions from within, focusing on recruitment Person in charge

3. The training focus and center is on internal competition personnel

4. The performance focus is resource cooperation and market promotion as the main body, forming consistency with the new strategy

5. Make it clear what kind of people can be promoted and developed, and in what direction, whether it is professional or management channel

6. Under the premise of good planning, ensure the team atmosphere and the entire company The platform is in line with the platform where personnel can demonstrate their abilities and potential

First, it must be based on corporate strategy and performance goals, secondly, analyze the internal and external environment, and make planning and arrangements for selecting and retaining based on the actual situation of the company, and ultimately achieve effective Planning

How to do human resource planning:

1. First sort out the business strategy

2. Job analysis and job evaluation of existing personnel: new strategy What are the responsibilities and contents of the next position, and at the same time evaluate to see who is qualified in the existing team

3. Make demand and supply forecasts based on analysis and evaluation

4. Do Based on good forecasts, 6 plans are clarified

Required forms and tools: structural analysis

Personnel demand analysis

Supply analysis

1. Internal: the two tables just now

2. External: looking at the external supply situation based on the market, talent supply and flow

3. Drawing up the overall forecast

Insufficient, surplus, and unbalanced positions, take corresponding measures after analysis

Plan outline: What kind of problems are to be solved, what is the positioning of the plan in the implementation of the strategy, and what are the overall contents of the plan , should the plan be implemented in stages or in one step?