How to do human resource planning in small and medium sized enterprises

In general, human resource planning should be divided into the following steps, and SMEs are no exception.

1. Collect relevant information and materials.

The information of human resource planning includes information about the internal information of the organization and the external environment of the organization. The internal information of the organization mainly includes the strategic plan, tactical plan, action plan, plan of action of the enterprise, the plan of each department of the enterprise, the current situation of human resources, etc.

The information of the external environment of the organization mainly includes the macroeconomic situation and the economic situation of the industry, the development of technology, the competitiveness of the industry, the labor market, the trend of population and social development, and the relevant policies of the industry.

2. Human resource requirements**.

Human resource requirements include short-term and long-term, total and individual job requirements. The typical steps of human resource demand ** are as follows: Step 1, realistic human resource demand**.

Step 2: Future human resource needs**. Step 3: Future loss of human resources**. Step 4: Obtain the results of human resource demand**.

3. Human resources supply**.

The supply of human resources** includes both internal and external supply of the organization**. The typical steps of human resource supply** are as follows: Step 1, internal human resource supply**. Step 2: External human resources supply**.

Step 3: Summarize the data of the organization's internal human resources supply and the data of the organization's external human resources supply to obtain the overall data of the organization's human resources supply.

Fourth, determine the net demand for human resources.

5. Preparation of human resources planning.

Prepare human resources planning, including master plans and business plans, based on the organization's strategic objectives and the organization's net staff requirements. At the same time, it is necessary to pay attention to the connection and balance between the overall plan and various business plans and various business plans, and put forward specific policies and measures to adjust supply and demand. A typical human resource plan should include:

The planned time period, the planned goals, scenario analysis, specific content, makers, and development time.

Sixth, the implementation of human resources planning.

The implementation of human resources planning is the actual operation process of human resources planning, and it is necessary to pay attention to the coordination of the relationship between various departments and links, and the following points need to be paid attention to in the implementation process: 1) There must be a special person responsible for the implementation of the established program, and the person in charge should be given the right and resources to support the realization of the human resources planning program. 2) Ensure that the plan is implemented to the letter.

3) Be prepared before implementation. 4) Do your best when implementing it. 5) There should be regular reports on the progress of implementation to ensure that the plan can be aligned with the goals of the environment and the organization.

7. Evaluation of human resource planning.

8. Feedback and revision of human resources planning.

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1) Environmental analysis.

Analyze the external environment and industry background of the enterprise, and refine the impact and requirements on the future human resources of the enterprise; Clarify and evaluate the future development goals of the enterprise and the measures and plans taken to achieve the goals, and refine the needs and impacts on the human resources of the enterprise.

2) Source of analysis of the current situation of human resources.

Static analysis of employee quantity, quality, structure, etc., as well as dynamic analysis of employee mobility, and effectiveness analysis of key functions of human resource management.

3) Human resource needs**.

Through the analysis of the organization and operation mode, as well as the analysis of the relationship between various indicators and personnel needs, the personnel allocation law of the enterprise is refined; Personnel needs to achieve business goals in the future.

4) External supply of human resources**.

The supply of external human resources** includes: the ratio of the total population to the human resources in the region, the overall composition of the human resources in the region, the economic development level of the region, the education level of the region, the average and competitiveness of the labor force in the same industry in the region, the career choice mentality and mode of the labor force in the region, the work values of the labor force in the region, the attractiveness of the geographical location of the region to the foreign population, the quantity and quality of the foreign labor force, and the demand for labor in the same industry in the region.

5) Human resource planning objectives.

The formulation of the strategic planning of human resources of the enterprise is carried out based on the information obtained above, and it is the overall planning of human resources that matches the development strategy of the enterprise: the total number of employees, the number of structures and other objectives are evaluated, summarized and confirmed, and the ability and quality objectives of different personnel of the enterprise are determined.

6) Action plan.

develop measures and ways to achieve the planned goals; Develop strategies for recruitment, training, incentives, etc.

Hello, human resource planning: analysis of the external environment of human resources, the analysis of the external environment includes macro talent environment analysis and industry talent environment analysis. The overall analysis focuses on talent supply and demand, talent flow, and new changes and trends in talent management.

Inventory of the current situation of human resources of enterprises, the current situation of human resources includes the status quo of management mechanism and the status quo of talent team. The analysis of the current situation of the management mechanism suggests that enterprises should select, employ, educate, retain and build information technology. Formulate the development goals of human resources during the planning period, and the human resources development goals include the overall development goals of human resources, the development goals of human resources management mechanism and the development goals of talent team.

Formulate human resources planning implementation initiatives.