A method of balancing the supply and demand of human resources in times of oversupply

The oversupply of human resources can be dealt with in the following ways: Expand the demand for human resources by opening up new business directions for the enterprise. Abolish and merge bloated institutions, reduce redundant staff, and improve the utilization of human resources. Take advantage of incentives to encourage early retirement.

and within. Less personnel replenishment, that is, no new personnel will be replenished when there are vacant positions. Strengthen training to enable employees to master more skills, enhance their ability to choose jobs, and facilitate employees' self-employment.

At the same time, through training, human capital can also be reserved for the development of enterprises.

Oversupply means that the number of people required by the company is much smaller than the number of people who come to apply. There are pros and cons to this, and the advantage is that it can give enterprises more opportunities to choose and choose employees who are more suitable for the company; The disadvantage is that interviewing a large number of people requires a waste of manpower and time. Therefore, when screening resumes, it is necessary to eliminate those who do not meet the qualifications of corporate recruiters, and then conduct a selection interview.

In addition to using some interview or testing methods to screen candidates, time coordination in the recruitment process should not be overlooked, especially to identify suitable candidates. Attention should be paid to:

The first point is to grasp the time of interview and recruitment, because the company is looking for people, and the same candidates are also looking for companies; It's all reflected in time, which is the result of a two-way choice. The candidates who are determined to be hired should be clear about when to report and prepare relevant documents and materials.

Second, after the candidates for the equivalent positions are confirmed, suitable supplementary candidates should be reserved, generally 1-2 people as backups; The main consideration is to fill in when both parties feel that it is not suitable, but the communication should be controlled in time.

Starting from sorting out the structure, gradually allocate the total amount of human resources, method 1:

1. Fix the post and set the number, sort out the job functions, and prepare the job description.

2. Incumbency evaluation, competency identification.

3. Personnel classification according to the identification results: competent, basic competency (reserve training), incompetent or dismissed).

Method 2: 1. Refine the functions of each department and subdivide the responsibilities of the department.

2. Personnel evaluation and post adjustment.

3. Training, training, and internal competition.

Creating demand, expanding domestic demand, opening up new markets, survival of the fittest, opening up sources and reducing expenditure, is generally like this

View answer analysis [Correct answer] When the demand for human resources of the enterprise is greater than the supply, the enterprise adopts the following measures to ensure the balance of the supply and demand of human resources of the enterprise.

1) External recruitment. When the supply of production workers or technical personnel exceeds the demand of the enterprise, the recruitment from the outside can quickly obtain the employees who are familiar with the type of work, and meet the requirements of the enterprise's production in a timely manner.

2) Internal recruitment. Internal recruitment refers to the adjustment of employees from within the enterprise to the position when there is a vacancy in the enterprise to fill the vacant position.

3) Extended working hours. In the face of labor shortages, companies may choose to have their existing employees work longer. Longer working hours have the advantages of hiring temporary workers, save on welfare expenses, reduce recruitment costs, and ensure the quality of work.

However, if the overtime hours are too long, employees will feel increased stress and frustration due to the overwork caused by this way of working, which will reduce the quality of employees' work, and the working hours are also limited by ** policies and regulations.

4) Expansion of work. When there is a shortage of certain types of employees in the enterprise and it is difficult to recruit corresponding employees in the talent market, the purpose of increasing the workload of the enterprise can be achieved by broadening the scope of work or responsibility of employees.

5) Outsourcing. HR outsourcing is the strategic use of external resources to transfer some or all of the work and management responsibilities related to human resources in an enterprise to professional service organizations.

Answer analysis] See textbook p137-138.

1 Balance between manpower supply and manpower demand.

There are three types of imbalances between the supply and demand of human resources, namely insufficient human resources, excess human resources, and structural imbalances of both.

The shortage of human resources is mainly manifested in the expansion of the business scale of enterprises and the development of new business areas, so it is necessary to add new personnel to supplement. Complementary avenues include external recruitment, internal promotion, succession planning, technical training programs, etc. At the same time, the net replenishment stage of enterprise personnel is also the best time for the adjustment of enterprise human resources structure.

Enterprises may also have insufficient human resources in the original business scale and business field, such as a large number of personnel loss, which is an abnormal phenomenon, indicating that there are major problems in the human resource management policy of the enterprise.

The absolute surplus of human resources mainly occurs during the period of shrinking business operations. The general balancing act is retirement, dismissal and job sharing. Job sharing should be based on the premise of reducing the salary level; Dismissal is the most effective method, but it will lead to hostile behavior between labor and management, and will also bring many social problems, which need to be backed by a sound social security system, and early retirement is a compromise that is more acceptable to all parties.

Structural imbalance is a common phenomenon in the supply and demand of human resources in enterprises, and it is particularly prominent in the stable development state of enterprises. The balanced approach generally consists of technical training programmes, succession schemes, promotions and external replenishment schemes. Among them, the external replenishment is mainly to offset the vacancy of retired and lost personnel.

2 Balance between dedicated human resource plans.

The human resource planning of the enterprise includes personnel replenishment plan, training plan, use plan, promotion plan, salary plan, etc., and there is a close internal relationship between these special human resource plans. Therefore, due attention must be paid to the balance and coordination among them in human resources planning. For example, through the training plan of personnel, after the quality and skills of the trainees have been improved, they must be connected with the personnel use plan and placed in appropriate positions; After the promotion and adjustment of personnel, because their responsibilities and roles are different from before, they must cooperate with the corresponding salary adjustment.

Only in this way can the personnel of the enterprise maintain the enthusiasm to complete various tasks, and the special human resource plan can be realized.

3 The need for a balance between the needs of the organization and the needs of the individual.

The needs of the organization and the individual needs of the members of the organization are not the same, and solving this contradiction is an important purpose of enterprise human resource planning. The special human resources plans in the human resource planning of enterprises are the means and measures to solve this contradiction

Manpower BAI

After the end of resource supply and demand, there are often three kinds of imbalance between supply and demand: the supply of human resources is greater than the demand for resources; The supply of human resources is less than the demand; The total supply and demand of human resources are balanced, and the structure is unbalanced. Generally speaking, the human resources of an organization are always in a state of imbalance, and it is difficult to achieve a complete balance between supply and demand in practice.

Organizations need to develop human resource planning measures based on the results of different supply and demand**.

1. Establish an organizational copy structure and confirm the post establishment through job analysis!

2. Keep abreast of employee dynamics! Able to effectively grasp the first-hand information of employee resignation!

3. Determine the appropriate recruitment channels, and be able to quickly fill the vacancies when there is a shortage of personnel 4. Understand the company's development strategy and expansion progress! It is also convenient to replenish all the talents that are lacking due to the growth of the enterprise!

Answers]: A, B, Honghe C, E

This question examines the measures to solve the balance between supply and demand when there is a surplus of manpower and capital. Option D is a measure to be taken when human resources are insufficient.

Answer]: b, c, d, spike head big e

This question examines what can be done when there is a surplus of human resources. Option A is a measure taken by Qin Yan when human resources are insufficient.

Answer]: B, E

Knowledge points] basic countermeasures for the balance of supply and demand of human resources. When an organization is faced with a strong demand for human resources, and the supply of human resources is insufficient, it is often in a period of rapid expansion, and the main measures that can be taken include: 1

Extend the working hours of existing employees; 2.If the growth of the organization's human resources demand is long-term, it is necessary to consider the recruitment of human resources; 3.Where permitted by law, employ retired personnel; 4.

Improve production technology and improve the work efficiency of employees; 5.Outsource some of the non-core business in the organization. Therefore, b, e