What are the influencing factors of human resource supply?

The supply of human resources is affected by many factors, but it is usually analysed in terms of wage and non-wage factors.

Experience has shown that wages are the most basic factor affecting the supply of human resources, as they are the basis for meeting people's needs. Without the role of this factor, the flow of human resources will be greatly affected, and it will be difficult for "headhunter" companies to appear, and all aspects of human resource demand and supply may not be able to be discussed. The more economically underdeveloped the country, the more restrictive this factor becomes; The higher the wages of the business, industry and region, the more priority it is to get the human resources it needs.

But the impact of non-wage factors is also there.

Non-wage factors mainly refer to cultural factors and labor factors. Cultural factors include professional prestige, environment, working conditions, organizational culture and safety and security. People tend to choose jobs that have professional prestige and attract social attention, such as management, lawyers, finance, etc.

The quality of working conditions, the quality of the working environment, and the safety situation are the main factors that workers consider when they start their jobs. According to the survey, people living in some conditions are less willing to engage in mining operations. The influence of self-factors is also not negligible.

In one case, the quality of physical condition, psychological quality, personality traits, etc., will have a certain impact on the choice of career. Of course, the amount of human resources an individual has, or the level of professional skills of an individual is more fundamental.

1) Internal factors affecting the human resource plan of the enterprise.

l Enterprise Goal 2, Employee Quality 3 Organizational Form, 4, The Concept of the Top Leadership of the Enterprise 2) External Factors Affecting the Human Resource Plan of the Enterprise.

1 Labor market.

2 **Relevant policies 3 Industry development.

1. Internal supply**.

The future internal human resources supply of the enterprise is the main part of the human resources supply of the enterprise (except for new enterprises). To meet the human resources needs of enterprise bridges, priority should be given to the supply of internal human resources. The following factors must be taken into account in the supply of human resources within the enterprise:

Natural attrition of internal personnel (disability, retirement, death, etc.), internal mobility (promotion, demotion, flat transfer, etc.), job hopping (resignation, dismissal), etc.

2. External supply**.

It is impossible for enterprise vacancies to be completely solved by internal supply, and it is an irresistible law for enterprise personnel to quit their jobs due to various subjective and natural reasons, which inevitably requires enterprises to continuously replenish personnel from the outside.

1.Factors influencing the supply of labor outside the firm.

1) Regional factors. It mainly includes: the current situation of human resources supply and demand in the location of the enterprise, the attraction of talents in the location, the degree of attraction of the company's salary and benefits to the local talents, and the attraction of the enterprise itself to talents.

In fact, regional factors also include national factors, mainly including: the number and distribution of college graduates in related majors across the country, the nationwide supply and demand of talents in the industry, and the salary level and differences of employees nationwide.

2) Population policy and population status. The current situation of the population directly determines the existing external manpower supply of the enterprise, and its main influencing factors include the size of the population, the age and quality structure of the population, and the existing labor force participation rate.

3) The degree of development of the labor market. A well-developed social labor market will facilitate the free entry of labor into the market, the rational flow of labor guided by the market wage rate, the imperfect development of the labor market, and the dual-track system.

The employment policy will inevitably affect the optimal allocation of human resources, and also bring difficulties to the supply of external personnel to enterprises.

4) Social employment awareness and psychological preference for career choice. For example, some urban unemployed people would rather be unemployed than engage in some hard, dirty, tiring, and dangerous work; Another example is that new college students generally have career expectations.

The phenomenon of excessively high is that most people want to work in state organs, large companies or joint ventures, and hope to engage in occupations with comfortable working conditions and higher labor remuneration, but are not willing to work in factories and mining enterprises in ordinary positions under the strict household registration system.

It also restricts the supply of personnel outside the enterprise, according to the rules of recruitment, high-level personnel should be recruited openly nationwide, but due to the strict restrictions of the household registration system, to a large extent, it restricts the supply of enterprise personnel, especially high-level management and professional and technical personnel.

The factors that should be considered in determining the supply of human resources are:1Retirement, 2Flat, 3Promotion.

The future internal human resources supply of the enterprise is the main part of the company's human resources supply (except for the new Sakura He construction enterprise spine worship industry), and the satisfaction of the company's human resources needs should give priority to the supply of internal human resources. Factors that must be considered in the supply of human resources within the enterprise include: natural attrition of personnel within the enterprise (disability, retirement, death, etc.); internal mobility (promotions, demotions, transfers, etc.); Draft: Job-hopping (resignation, dismissal).

1. The total population and its production status.

2. The age structure of the population.

3. Population migration.

The composition of the absolute quantity of human resources, from a macro point of view, refers to the total number of people in a country or region who have the ability to work and engage in social labor, which is the working-age population of a country or region minus the population that has lost the ability to work, that is, the population with the ability to work in the working-age population, reflecting the level of the absolute amount of human resources in a country or region.

The relative amount of human resources refers to the per capita possession of human resources in the total population of a country or region. It can be used to compare the amount of human resources owned by countries or regions, and the higher the relative number, the higher the economic activity of the country or region.

1. The total population and its production status, 2. The age structure of the population, 3. Population migration.

Correct Answer: 1) External environmental factors. Generally speaking, the factors that affect the external supply of human resources of enterprises mainly include the state of the external labor market, people's employment awareness, and the attractiveness of enterprises.

When the social labor market is tight, the amount of external supply decreases; And when the social labor market is loose, the quantity of supply will increase; In the employment consciousness of the stove ruler people, if the enterprise does not belong to the preferred industry for people to choose a job, then the external supply is naturally less, and vice versa; When the attraction of enterprises to people is stronger, people will be willing to come here to work, and the supply will be more; Conversely, if businesses are not attractive and people are reluctant to come and work, then the supply will be reduced. In addition, national policies, competition and competition will also affect the labor supply of an enterprise.

2) Internal conditions. The main factors affecting the internal supply are: the existing human resources of the enterprise; The natural wear and tear of employees, including dismissal, retirement, disability, death, etc.; The internal mobility of employees in the enterprise, including promotions, demotions, equal transfers, etc.; job hopping of internal employees; Changes in human resources policies due to changes in the overall business strategy of the enterprise, etc.

Factors influencing human resource needsFactors influencing human resource needs:

1) Changes in technology and equipment conditions.

2) Changes in the size of the enterprise.

3) Changes in the direction of business operations.

4) External factors. It mainly includes the economic environment, technological environment, competitors, etc.

1. Characteristics of traditional personnel management:

First, it is matter-centered and requires people to adapt to things.

Second, focus on use and light on cultivation.

Third, manpower is regarded more as a cost, and it is counted as a head account and less as a manpower account.

Fourth, the traditional personnel management department is regarded as a non-productive and non-efficiency department, and it is a department that performs personnel and administrative affairs outside the production and operation process.

2. The difference between human resource management and traditional personnel management.

1) People-oriented. People-centered management is to respect and care for people; It is necessary to establish the concept of serving people.

3) Put human resource development in the first place. It is necessary to greatly improve the quality of human resources and develop their potential.

4) Human resources are elevated to the level of organizational strategy, rather than just transactional work.

5) The human resource management department is regarded as the production and efficiency department.

Summary. Hello dear, I am happy to serve you, the answer to the query is as follows: Hello, the situation is as follows:

The characteristics of human resource supply are: 1. Activity: Human resources are contained in a living human body, which will disappear with the end of the owner's individual life and transfer with the transfer of the owner.

2. Controllability: Compared with the generation of natural resources, the generation of human resources is controllable, which requires people to train and recruit in an organized and planned manner. 3. Timeliness:

During the validity period of use, if the human resources are not used in a timely and appropriate manner, the human resources owned by the individual will be reduced or even lost with the loss of time; Long-term idle or unused human resources will cause great waste. 4. Initiative: The development and utilization of human resources is completed through the owner's own activities, with initiative; If human resources are well developed, they can create benefits that go far beyond their own value.

There are many characteristics of human resources, not only activity, controllability, timeliness, and initiative, but also individual independence, internal friction, and regeneration.

What are the characteristics of human resource supply?

Hello, I am happy to serve you, the answer to the query is as follows: Hello, the situation is as follows: The characteristics of human resource supply are:

1. Mobility: Human resources are contained in a living human body, which will disappear with the end of the owner's individual life and transfer with the transfer of the owner. 2. Controllability:

Compared with the generation of natural resources, the generation of human resources is controllable, and people need to train and recruit them in an organized and planned manner. 3. Timeliness: During the validity period of use, if the human resources are not used in a timely and appropriate manner, the human resources owned by the individual will be reduced or even lost with the loss of time; Long-term idle or unused human resources will cause great waste.

4. Initiative: The development and utilization of human resources is completed through the owner's own activities, with initiative; If human resources are well developed, they can create benefits that go far beyond their own value. There are many characteristics of human resources, not only activity, controllability, timeliness, and initiative, but also individual independence, internal friction, and regeneration.

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