[管理学]人力资源管理 第3章.pptVIP

第二部分 人员选择前的实践 第3章 人力资源计划 ( Planning for Human Resources) 第4章 职位分析 ( Analyzing Jobs) 第3章 人力资源计划 本章学习目的： 1. 了解人力资源计划的重要性 2. 掌握制定人力资源计划的程序 3. 掌握基本的人力资源预测方式 4. 了解人力资源信息系统 5. 了解影响人力资源供需平衡的主要因素 HUMAN RESOURCE  PLANNING Questions What are the new emerging technologies how will they affect the work system ? What is volume of business likely to be in 5 - 10 years? What is turnover rate, and how much is avoidable? How many senior managers will we need during this time period? What types of professionals will we need how many? Are people with technical skills available for projected needs? How many administrative support people will we need? 第3章 人力资源计划 3.1 人力资源计划概述 3.2 人力资源计划的制定程序 3.3 人力资源的供需预测方法 3.4 人力资源管理信息系统 3.5 人力资源平衡 3.1 人力资源计划概述 3.1.1 什么是人力资源计划 3.1.2 人力资源计划的类型 3.1.3 人力资源计划的重要性 3.1.1 什么是人力资源计划 人力资源计划是人力资源管理的基础，是组织根据自身发展的特点与环境的变化预测对人员的需要，并准备提供人力资源的过程。其目的是保证在任何时间范围内都有最适当的员工去实现组织目标。 Human resource planning A process which anticipates and maps out the consequences of business strategy on an organizations human resources. This is reflected in planning of skill and competence needs as well as total headcounts. ‘Soft’ planning. HRM implies that planning has to go beyond the numbers game into the softer areas of employee attitudes, behaviour and commitment. These aspects are critical to HR development, performance assessment and the management of change. People as Numbers The manpower planning approach which addresses questions such as: * How many staff do we have/need? * How are they distributed? * What is the age profile? * How many will leave in each of the next five years? * How many will be required in one, five, ten years? 3.1.2 人力资源计划的类型 １．人事计划：基本的劳动用工计划 ２．人力资源计划：人力资源的引进，使用，保留，开发与流出 ３．战略人力资源计划：确定未来发展所需要的人力资源 3.1.3 AIMS of HR PLANNING To ensure the organization obtains and retains the quality quantity of manpower needed makes the best use