How to correctly implement the recruitment plan?

The talent recruitment plan of the human resources department is first formulated according to the strategic objectives of enterprise development and the human demand of the department. Mainly consider the following factors:

1, enterprise strategic objectives. Whether the enterprise has new strategic ideas in the coming year, such as expanding and adding new departments and offices; If yes, make a recruitment plan according to the new organizational structure and requirements;

2. According to the manpower demand of the department. At the end of the year, all departments need to report the employment plan for the next year, including the reserve manpower;

3. Re-evaluate each position according to the development needs and job requirements of the enterprise, and evaluate whether the cultural level and comprehensive quality of human resources in the current position can meet the future employment needs of the enterprise. If not, re-establish job requirements and implement recruitment. Special positions should be specially formulated with recruitment demand plans. Moreover, it is necessary to predict the period when people in training positions can formally take up their posts.

4. Pay attention to: job classification and job requirements when making a recruitment plan; The number of personnel requirements and the number of reserved talents; Requirements for counterpart majors and work experience; Special requirements (qualification certificate, service period, confidentiality requirements, etc.). ).

In fact, it is very simple to make a manpower recruitment plan. It is a complete recruitment plan to tabulate the recruitment department, post, cultural requirements, comprehensive quality requirements, professional requirements, work experience requirements, age requirements and quantity requirements. What is really difficult is how to meet the human demand of enterprises in the actual operation process. As the old saying goes, "Plan is not as fast as change".