What is the strategic purpose of human resource planning

The purpose of nyrc88yct human resources strategic planning (1) planning manpower development Manpower development includes manpower**, manpower replenishment and personnel training, which are closely related and inseparable. On the one hand, human resource planning analyzes the current situation of human resources to understand the personnel dynamics; On the other hand, do some ** on the future manpower demand, so as to consider the increase and decrease of the company's manpower as a whole, and then formulate personnel supplementation and training plans accordingly. Therefore, human resource planning is the foundation of human resource development.

2) Promote the rational use of human resources Only a few enterprises have their manpower allocation fully in line with the ideal situation. In quite a few businesses, some of them are overworked, while others are too relaxed; There may be some people who have limited abilities, while others feel that they are too strong to take full advantage of them. Human resources planning can improve the imbalance in the distribution of manpower and seek to rationalize it so that human resources can be adapted to the development needs of the organization.

3) Meet the needs of organizational development The characteristic of any organization is the constant pursuit of survival and development, and the main factor for survival and development is the acquisition and use of human resources. That is, how to enable the organization to obtain all kinds of human resources in a timely manner, in the right amount and in the right quality. Due to the rapid development of modern science and technology and the ever-changing social environment, it is very important to properly plan human resources in response to these changing factors and match the development goals of the organization.

4) Reduce the cost of employment There are many factors that affect the purpose of the enterprise structure and the number of employees, such as business, technological innovation, machinery and equipment, organizational work system, staff ability, etc. Human resources planning can make some analysis of the existing human resource structure and identify the bottlenecks that affect the effective use of human resources, so that the efficiency of human resources can be fully utilized, and the proportion of human resources in costs can be reduced.

The ultimate goal of human resource planning is to achieve a balance between the supply and demand of human resources in enterprises.

In agreeing with you, balancing manpower needs is a very important planning purpose.

Upstairs is well shared, but of course it depends on your ultimate goal.

Manpower Development Manpower development includes manpower**, manpower replenishment and staff training; Promote the rational use of human resources Only a few enterprises have their manpower allocation fully in line with the ideal situation; Plan human resources to meet the needs of organizational development; Reduce the cost of employment, and find out the bottlenecks that affect the effective use of human resources, so that the efficiency of human resources can be fully exerted, and the proportion of human resources in the cost will be reduced.

Answer]: a, b, c, d, e

In the case of the overall development strategy of the enterprise, the formulation of human resources strategic planning has the following significance: It is conducive to making the enterprise clear about the focus of human resource management for a long period of time in the future; It is conducive to defining the living environment of human resources. It is conducive to the function of enterprise human resource management and the reasonable positioning of relevant policies; It is conducive to maintaining the long-term competitive advantage of enterprise human resources; It is conducive to enhancing the strategic understanding of leaders; It is conducive to all employees to establish correct goals, encourage the morale of employees, enhance their confidence, and work hard.

Strategic planning for an organization is the process by which an organization develops an action plan to maintain or gain a competitive advantage based on the strengths and weaknesses of the internal environment and the opportunities and threats of the external environment. An organization's competitive strategy is the basis for formulating human resource planning. Therefore, human resource planning refers to the requirements of the organization for the future organizational tasks and environment, and the process of providing personnel to accomplish these tasks and meet those requirements.

It is an important part and an important area of human resource management. The aim is to make the most effective use of the shortage of talent for the benefit of the worker and the organization.

Answer]: a, b, c, d, e

In the case of the overall development strategy of the enterprise, the formulation of human resources strategic planning has the following significance: It is conducive to making the enterprise clear about the focus of human resource management for a long period of time in the future; It is conducive to defining the living environment and activity space of human resources; It is conducive to the function of enterprise human resource management and the reasonable positioning of relevant policies; It is conducive to maintaining the long-term competitive advantage of enterprise human resources; It is conducive to enhancing the strategic awareness of leaders; It is conducive to all employees to establish correct goals, encourage the morale of employees, enhance their confidence, and work hard.

Hello, dear, I am glad to answer for you, please briefly describe the content and role of human resources strategic planning. First, the specific content of human resources strategic planning includes three aspects: human resources quantity planning, human resources structure planning, human resources quality planning.

1) Human resources quantity planning: It is based on the enterprise strategy and the future business scale, geographical distribution, organizational structure and other factors to determine the future enterprise at all levels of the organization of human resources and the proportion of personnel of various categories or types, and on this basis, the development of the future human resources demand plan and supply plan of the enterprise. (2) Human resource structure planning:

It is based on the characteristics of the industry, the scale of the enterprise, the future strategic focus of the development of the business and business model, the hierarchical classification of enterprise human resources, and the design and definition of the functions, responsibilities and authority of the enterprise's occupational strata, so as to straighten out the status, role and interrelationship of various categories of personnel in the development of the enterprise. (3) Human resource quality planning: It is based on the enterprise strategy, business model, business process and organizational requirements for employee behavior, and designs the qualification requirements of various categories and types of personnel, including quality models, behavioral capabilities and behavioral standards.

2. The main functions of human resource planning are as follows: 1. It is conducive to the organization to formulate strategic goals and development plansHuman resource planning is an important part of the organization's development strategy, and it is also an important guarantee for the realization of the organization's strategic goals. 2 To ensure the demand for human resources in the process of survival and development of the organization, the human resources department must analyze the gap between the demand and supply of human resources in the organization, and formulate various plans to meet the demand for human resources.

3 is conducive to the orderly human resource management activities human resources planning is the basis of enterprise human resource management, it is composed of overall planning and various business plans, for management activities (such as determining the demand for personnel, supply, adjustment of positions and tasks, training, etc.) to provide reliable information and basis, and then to ensure the orderly management activities. 4 is conducive to mobilizing the enthusiasm and creativity of employees, human resource management requires that while achieving organizational goals, it is also necessary to meet the personal needs of employees (including material needs and spiritual needs), so as to stimulate the lasting enthusiasm of employees. 5 is conducive to the control of human resources costs, I hope this service can help you, thank you for your consultation, I wish you all the best!