如何進(jìn)行人力資源規(guī)劃？

How to conduct human resource planning?

　　人力資源，又稱勞動(dòng)力資源或勞動(dòng)力，是指能夠推動(dòng)整個(gè)經(jīng)濟(jì)和社會(huì)發(fā)展、具有勞動(dòng)能力的人口總和。經(jīng)濟(jì)學(xué)把為了創(chuàng)造物質(zhì)財(cái)富而投入于生產(chǎn)活動(dòng)中的一切要素通稱為資源，包括人力資源、物力資源、財(cái)力資源、信息資源、時(shí)間資源等，其中人力資源是一切資源中寶貴的源，是資源。人力資源包括數(shù)量和質(zhì)量?jī)蓚€(gè)方面。人力資源的基本方面，包括體力和智力，從現(xiàn)實(shí)應(yīng)用的狀態(tài)，包括體質(zhì)、智力、知識(shí)、技能四個(gè)方面。人力資源與其他資源一樣也具有特質(zhì)性、可用性、有限性。

Human resources, also known as labor resources or labor force, refer to the total population with labor capacity that can drive the overall economic and social development. Economics refers to all elements invested in production activities in order to create material wealth as resources, including human resources, material resources, financial resources, information resources, time resources, etc. Among them, human resources are the most precious source and the primary resource. Human resources include both quantity and quality. The most basic aspects of human resources include physical and intellectual strength, and from the perspective of practical application, they include four aspects: physical fitness, intelligence, knowledge, and skills. Human resources, like other resources, also have characteristics, availability, and limitations.

　　人力資源規(guī)劃，涉及到相關(guān)的組織機(jī)構(gòu)建立，人力規(guī)劃方向等。招聘即招攬人才，做好人員崗位配置工作，使員工的能力得到的發(fā)揮。定期對(duì)員工進(jìn)行培訓(xùn)能提升員工技能，保障人才持續(xù)發(fā)展，增強(qiáng)員工信任感、價(jià)值感。好的績(jī)效模式能夠有效的激勵(lì)人才，留住人才，完善的薪酬福利機(jī)制不僅能夠激勵(lì)員工，還能更好的吸引人才。勞動(dòng)關(guān)系管理主要是員工異動(dòng)、用工糾紛、企業(yè)文化建設(shè)等內(nèi)容。

Human resource planning involves the establishment of relevant organizational structures and the direction of human resource planning. Recruitment is the process of recruiting outstanding talents, ensuring the proper allocation of personnel positions, and maximizing the abilities of employees. Regular training for employees can enhance their skills, ensure their sustainable development, and enhance their trust and sense of value. A good performance model can effectively motivate and retain talents, and a sound compensation and benefits mechanism can not only motivate employees but also better attract talents. Labor relationship management mainly includes employee turnover, employment disputes, and corporate culture construction.

　　人力資源規(guī)劃的目標(biāo)：

The goals of human resource planning are:

　　1、得到和保持一定數(shù)量具備特定技能、知識(shí)結(jié)構(gòu)和能力的人員。

1. Obtain and maintain a certain number of personnel with specific skills, knowledge structures, and abilities.

　　2、充分利用現(xiàn)有人力資源。

2. Make full use of existing human resources.

　　3、能夠預(yù)測(cè)企業(yè)組織中潛在的人員過(guò)?；蛉肆Σ蛔?。

3. Be able to predict potential personnel surplus or manpower shortage in enterprise organizations.

　　4、建設(shè)一支訓(xùn)練有素，運(yùn)作靈活的勞動(dòng)力隊(duì)伍，增強(qiáng)企業(yè)適應(yīng)未知環(huán)境的能力。

4. Build a well-trained and flexible workforce to enhance the ability of enterprises to adapt to unknown environments.

　　5、減少企業(yè)在關(guān)鍵技術(shù)環(huán)節(jié)對(duì)外部招聘的依賴性。

5. Reduce the dependence of enterprises on external recruitment in key technological processes.

　　二、人力資源的核查：是指核查人力資源的數(shù)量、質(zhì)量、結(jié)構(gòu)及分布狀況。

2、 Human resource verification refers to the verification of the quantity, quality, structure, and distribution of human resources.

　　三、人力資源信息包括：個(gè)人自然情況、錄用資料、教育資料、工資資料、工作執(zhí)行評(píng)價(jià)、工作經(jīng)歷、服務(wù)與離職資料、工作態(tài)度、工作或職務(wù)的歷史資料等。

3、 Human resource information includes: personal natural situation, employment information, educational information, salary information, job performance evaluation, work experience, service and resignation information, work attitude, and historical data of work or position.

　　四、人力資源需求預(yù)測(cè)的方法有：直覺預(yù)測(cè)方法（定性預(yù)測(cè)）和數(shù)學(xué)預(yù)測(cè)方法（定量預(yù)測(cè)）。

4、 The methods for predicting human resource demand include intuitive prediction (qualitative prediction) and mathematical prediction (quantitative prediction).

　　五、工作分析，又叫職務(wù)分析、崗位分析，它是人力資源管理中一項(xiàng)重要的常規(guī)性技術(shù)，是整個(gè)人力資源管理工作的基礎(chǔ)。工作分析是借助于一定的分析手段，確定工作的性質(zhì)、結(jié)構(gòu)、要求等基本因素的活動(dòng)。

5、 Job analysis, also known as job analysis or job analysis, is an important routine technique in human resource management and the foundation of the entire human resource management work. Job analysis is the activity of using certain analytical methods to determine the basic factors such as the nature, structure, and requirements of a job.

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