What are the commonly used human resource planning methods and techniques for enterprises

There are two approaches to human resource planning: quantitative and qualitative.

The quantitative approach, also known as the "top-down" approach, uses statistical and mathematical methods from a management perspective, and is mostly used by theorists and professional human resource planners. The quantitative method treats employees as numbers in order to make them based on gender. Age, skills, length of service, job level, salary level, and other indicators.

Divide employees into groups. This approach focuses on human resource shortages. The purpose of the surplus and career development trend is to align the supply and demand of personnel with the development goals of the enterprise.

The qualitative method, also known as the "bottom-up" method. It starts from the employee's perspective and makes each employee interested. Capabilities and aspirations are aligned with the current and future needs of the business. Trained. This method is used by human resource managers engaged in consulting and management development.

The focus of this approach is to assess employees' performance and promotion possibilities, manage and develop employees' careers, and achieve the goal of fully developing and utilizing employees' potential.

It is worth emphasizing that the traditional enterprise personnel planning, which focuses on quantitative analysis and emphasizes the handling and solution of "hard" problems, is mainly based on the "work research" theory put forward by Taylor, who is known as the father of scientific management.

Taylor studies the entire process of employees completing work tasks, emphasizing the careful recording and analysis of their actions and behaviors, and on this basis, the supply and demand of personnel.

The weakness of the Taylor system is that it is from the perspective of the management, focusing on the interests of the manager, and does not take into account the creativity and initiative of the employees, so that the employees work in a forced environment, which is not conducive to the development of the potential of the employees.

Human resource planning challenges this "carrot and stick" approach to work, in which management plays a major role in control.

The current human resource planning because of the belief that people are a resource, realize that while taking "hard" methods to solve problems, "soft" methods should also be taken into account, and advocate the use of qualitative methods to analyze the needs and supply of employees, that is, to take into account the creativity and innovative activities of employees.

The impact of flexibility on dynamic HR supply and demand. Therefore, in addition to traditional quantitative analysis, qualitative analysis should be used to obtain "soft" data from employees to understand the current situation and future assumptions.

In terms of an ideal approach to human resource planning, a combination of quantitative and qualitative methods should be used. This is because quantitative and qualitative methods complement each other and provide more complete information for human resource planning.

At the same time, the combination of them can also bring together human resource management professionals and operators to achieve the purpose of brainstorming.

When developing human resource planning, it is necessary to determine the number and type of personnel needed to accomplish the organization's goals, which requires the collection and analysis of various information on the effective supply and future demand of human resources.

Once the type and number of personnel required have been determined, human resources managers can proceed with strategic planning and measures to obtain the required human resources.

When I go to Xinhua Bookstore, there are a lot of books about HR.

The following factors should be considered when doing human resource planning:

1. The strategic objectives of the enterprise: human resource planning is to integrate resources, optimize the allocation of talents, and achieve organizational goals more effectively, so the strategic objectives of the enterprise must be considered when planning.

2. Business development status: human resources are for business services, and only a full analysis of the current business situation and future development can be used to make matching human resource planning.

3. Organizational structure: The organizational structure and division of labor determine the way of decomposition, combination and coordination of work tasks between and within departments. Different organizational structures will have different setups, operations, and relationships between departments, which means that staffing plans and staffing needs will all be different.

4. The idea of the boss or executive: It is necessary to consider not only the boss's or executive's vision of strategy and business, but also his or her understanding and ideas about human resources.

5. External labor market conditions: the status of external talents, talent quality and ability level, labor costs, etc., will affect the implementation of human resource planning, and can not be dreamed of behind closed doors, and the external labor market conditions should be fully considered.

6. The current situation of internal personnel: analyzing and diagnosing the status of existing personnel is the basis for human resource planning.

7. Industry development trends and relevant national policies, including laws, regulations and policies on labor and personnel. These two points have a very large impact on the business of the enterprise and need to be considered when doing human resource planning.

8. Refer to competitors or benchmarking enterprises to understand their measures in terms of human resource norms.

Human resource management is based on the key to the development strategy of the enterprise, and the rational allocation of human resources is planned. Through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise, the enthusiasm of employees is mobilized and the department of employees' strengths is brought into play.

Human Resource Planning:

Human resource planning, also known as human resource planning, refers to the implementation of the development strategy of the enterprise, the completion of the production and operation objectives of the enterprise, according to the changes in the internal and external environment and conditions of the enterprise, through the analysis and estimation of the future needs and supply of human resources of the enterprise, the use of scientific methods for organizational design, the acquisition, allocation, use, protection and other aspects of the human resources for functional planning, the development of the enterprise human resources supply and demand balance plan, to ensure that the organization in the required time and the required positions, Get all the human resources you need.

Answer]: a, b, c, d

Human resource planning has five functions: to meet the requirements of the overall strategic development of the enterprise; Promote the development of the management of the company's human resources and resources; coordination of programmes for human resources management; Improve the efficiency of the utilization of human resources in enterprises; Make the organization consistent with the development goals of individual smiles.

Answer]: a, b, c, d

The role of enterprise human resource planning includes: meeting the requirements of the overall strategic development of the enterprise; Promote the development of enterprise human resource management; coordination of programmes for human resources management; Improve the efficiency of the utilization of human resources in enterprises; Align organizational goals with individual development goals. Item e, ** The relevant labor and employment system is an external environmental factor that affects the human resource planning of the enterprise.