Six ideas to solve human resource planning

Saying goodbye to the old and welcoming the new, the company's development is still urgent, welcoming new challenges, new goals and new plans. All departments are busy taking stock of historical data and completed work results, and are also more eager to plan future work and goals. But how to plan for the future? What should I do? At present, it has become a problem that everyone cares about and attaches importance to, especially the HR department, which carries the planning second only to the company's overall strategy. What about human resource planning? The ideas and topics shared in this article may be of some reference to your planning work.

First, the implementation of planning, diagnosis first

First of all, after a comprehensive inventory of the past human resources management, the human resources department basically grasped which positions in the company's human resources management are good in quantity, structure and quality, which positions are redundant, which structures are unreasonable, which personnel are excellent, which personnel are average, and which departments have unreasonable staffing. Secondly, according to the company's future development direction and strategic objectives, based on the company's current situation and future development, a comprehensive diagnosis and layout of human resource management will be made to meet the company's future development and strategic objectives and form an outline of human resource planning.

Second, the purpose of planning, value is king

Before planning human resources, let's think about a problem. What is the purpose of our painstaking planning? What problem is the plan to solve? I suggest that friends think about these two issues. In the communication with some HR friends, I learned that I am busy all year round, and I am busy planning every year, but there are also many people who plan for the sake of planning, which makes no sense. If so, then after reading this article, we can make plans in another way. Plan with the company's strategy, management, results and values. 1. Does the human resource planning match the company strategy? Does it serve the overall strategy of the company? 2. Does human resource planning serve the company's business objectives? Does it help the company to increase revenue, reduce costs and increase profits? 3. What kind of results should be achieved after human resources planning? Will the achievement create corresponding value for the company? .......。 If the human resource planning does not meet the above points or you don't know. That suggestion should be adjusted well, otherwise it is meaningless to waste people and money.

Third, grasp the direction and make five decisions.

The direction referred to here can be understood as the overall strategic goal of the company. Human resource planning must serve the company's overall strategic objectives, and then expand the company's human resource planning objectives under the guidance of the company's overall strategic objectives, so HR must assist the company's management to set a good direction (the following five decisions). What are the elements of the so-called direction (five decisions)? Here refers to:

1. Determine the strategy: In order to grasp the correct strategic direction of the company, the managers of the human resources department and other departments need to determine the development direction of the company together with the senior leaders (that is, determine the strategy: goals, visions and missions).

2. Goal setting: Under the new economic development situation, combined with the comprehensive analysis and evaluation of the company's internal and external environment, the human resources department will organize the heads of various departments to discuss and determine the company's future development goals, which will be fully recognized and supported by the heads of various departments, and then break down the goals, that is, set the goals.

3. Organization determination: after determining the overall goal of the company, all departments of the company, including the human resources department, determine the responsibilities, functions and levels of each department of the unit to ensure the necessary support and coordination between organizations and achieve the overall goal, that is, determine the organization.

4. Business decision: After knowing the company's future development strategy and goals, at the same time, make clear the departments and organizations to be undertaken by the goals, and then determine which fields the company will involve in the future development, and make clear the direction of efforts between the company and various organizations to pave the way for business decision.

5. Determine the process: In order to achieve the company's strategic goals, it is necessary to ensure the effective connection of all links and value chains, so it is necessary to determine a clear, definite and reasonable value process in the implementation of business development. Only by connecting all business nodes efficiently can we ensure and promote the realization of the company's strategic objectives, that is, determine the process.

Fourth, build a good foundation and create harmony between people.

The "human harmony" here can be understood from three aspects: 1, creating a positive and harmonious human resource management environment and atmosphere (inspiring, positive and energetic (that is, human harmony), rather than controlling and slacking off); 2. Grasp the investment of talents, let the newcomers quickly integrate into the company culture, and enhance the company's core competitiveness and soft power of corporate culture; 3, is to do a good job of "fixed posts, fixed personnel, fixed personnel, fixed salary, calibration".

(1) Post-fixing: design a clear job name, clear job responsibilities, scientific and reasonable qualifications, and clear ranks, so that employees can know what the post should do well, and remember not to set posts for different people.

(2) Quotation: According to the actual development needs of the company and the particularity of the work, the post number of quota is conducted with demand as the guide.

(3) Staffing: According to the workload and production scale, according to the different positions and responsibilities of employees, who will do the work and what is the matching degree? Be well staffed.

(4) Salary fixing: designing scientific and reasonable salary incentives according to the company's business structure and different positions, and obtaining reasonable and satisfactory remuneration according to the value created by employees to do a good job in salary fixing.

(5) Setting standards: The standards here refer to the standards of job holding, competence, business processes and job responsibilities, which are determined according to the relevant behaviors and operational standards involved in the business chain from input to output, that is, to do a good job in setting standards.

Fifth, pursue Excellence and do a good job in personnel.

The popular understanding of personnel (human resources) is to do a good job in human resources. How to manage human resources well? Here we focus on planning and expounding. Doing a good job in personnel can be understood as doing a good job in the five functions of human resources, ensuring the effective connection and mutual assistance of various modules of human resources management, and providing high-quality, matching, benign and sustainable human resources management and policies for realizing the company's strategic objectives. (We will not suggest and elaborate the specific plans and schemes of each module here, and you can design according to the actual needs and development stages of the company).

Here are two tools for your reference, namely, using OPDCAS tools (objectives, planning, implementation, inspection, correction and standards) and 5W2H tools (what is it? How come? Who will do it? When will it be done? Where is it? How's it going? Why? ), you can clearly grasp the methods and ideas of carrying out various tasks, including the specific development of various modules of human resource management, and you can also learn from them. Take the recruitment function as an example to illustrate:

Example-Recruitment: The goal is how many people are needed in the company/position? Then, after doing a good job analysis and job requirements, human resources began to make a recruitment plan. After the recruitment plan is approved by the leaders, the recruitment work is started, and whether the implementation of the recruitment work is reasonable and effective is checked during the implementation process; During the inspection, it is found that there are places that need to be adjusted and corrected in time. Finally, the recruitment work is summarized from input to output, and then the implementation standards are established and continuously optimized. The second tool can be used in combination. Of course, modules such as training, salary and performance are introduced in different ways.

Sixth, the realization of the goal and the guarantee path

To ensure the realization of the goal, we must first know the methods and paths to achieve the goal. In addition to a clear understanding of the company's strategy, it is also necessary for the person in charge of human resources to understand the actual situation of the company and master solid professional operation skills. Secondly, it is necessary to analyze and diagnose the current situation of human resource management in the company, find out the root causes, and then design feasible planning schemes and implementation schemes in the planning process, establish human resource management policies and actual budgets that can support the strategic development of the company, and ensure the effectiveness of implementation in the implementation process. Of course, the views shared here are not absolute and are for reference only. Everyone should operate according to the actual situation of the company and their own experience, and what is suitable is the best.