5 人力资源规划（5 human resource planning）.docVIP

5 人力资源规划（5 human resource planning） The fifth chapter, human resources planning Section 1 Outline of human resource planning I. implications of human resources planning Human resource planning, sometimes called the human resources plan, is the demand of human resource evaluation system, so as to formulate a set of measures that enable organizations to have a certain number of stable quality and the necessary manpower, personnel and personnel obtained between the demand quantity in the future development of the mutual matching process, in order to achieve personal interests, including the organization the activity of target. Objectives the primary objective of human resource planning is to match the supply of people within and outside the organization to positions that are expected to be vacant within a given period of time, and to arrange for the talents needed to organize the future. The significance of --1. contributes to the formulation of organizational development strategies; 2. helps to organize staff stability; 3. helps reduce human capital expenditures Two, the type of human resource planning. (I) strategic human resources planning Mainly refers to the enterprise strategy to determine the overall objectives of human resources management and supporting policies, generally more than three years of human resources plan. (two) tactical human resources plan; Mainly refers to the human resources plan within three years, often referred to as the annual human resources plan. Mainly for the current development, more consider the impact of micro factors, in order to achieve corporate tactical objectives and human resources plans. This type of planning is often the embodiment and specialization of strategic plans, and generally includes the following: 1. promotion plan, personnel promotion policies and programs according to the distribution status and hierarchy of the enterprise. 2. supplementary planning is the development of a supplementary policy of human resources,