某公司人力資源規(guī)劃研究
1.38萬(wàn)字 24頁(yè)

摘 要

人力資源規(guī)劃是企業(yè)人力資源管理的一項(xiàng)重要的基礎(chǔ)性工作，是人力資源管理起點(diǎn)和預(yù)期達(dá)到的目標(biāo)。企業(yè)為了在日益激烈的市場(chǎng)競(jìng)爭(zhēng)中培育競(jìng)爭(zhēng)優(yōu)勢(shì)、提高競(jìng)爭(zhēng)能力，就必須擁有和保持一支高素質(zhì)的人才隊(duì)伍，企業(yè)的發(fā)展戰(zhàn)略要求企業(yè)必須對(duì)人力資源隊(duì)伍進(jìn)行合理的規(guī)劃。人力資源規(guī)劃是對(duì)企業(yè)在未來(lái)一段時(shí)間內(nèi)對(duì)人力資源的需求和供給進(jìn)行的科學(xué)預(yù)測(cè)，制定必要的人力資源獲取、利用、保持和開(kāi)發(fā)策略，確保組織對(duì)人力資源在數(shù)量上和質(zhì)量上的需求，人力資源規(guī)劃必須服務(wù)于企業(yè)戰(zhàn)略。
本文通過(guò)對(duì)人力資源規(guī)劃理論、方法及其歷史發(fā)展的論述，闡明人力資源規(guī)劃在企業(yè)管理中的重要地位，并確立了HS公司人力資源規(guī)劃的思路，對(duì)人力資源規(guī)劃的范圍進(jìn)行了界定。在HS公司人力資源現(xiàn)狀的基礎(chǔ)上，對(duì)未來(lái)3年內(nèi)HS公司人力資源的需求與供給情況進(jìn)行了科學(xué)預(yù)測(cè)，從而制定出HS公司的人力資源規(guī)劃。規(guī)劃方案的旅行將能夠保證公司人力資源管理工作的有序進(jìn)行，解決公司發(fā)展過(guò)程中可能存在的人才瓶頸約束，全企業(yè)能夠在適當(dāng)?shù)臅r(shí)候擁有合適的人才，這樣企事業(yè)才能創(chuàng)造保持核心競(jìng)爭(zhēng)力，獲得競(jìng)爭(zhēng)優(yōu)勢(shì)，最終實(shí)現(xiàn)企業(yè)的戰(zhàn)略目標(biāo)。


關(guān)鍵詞：人力資源，規(guī)劃，預(yù)測(cè)



ABSTRACT

The human resources planning is all enterprise human resources management (HRM) which is an important foundational work, is the beginning and the goal anticipated achieved of HRM. To develop competitive advantage and improve competitive ability, enterprise must own and keep talented employees. It is required that enterprise must promote human resource planning rationally. Human resource planning addresses how an enterprise intends to implement its strategy from an human resource perspective. It is the process through which an enterprise determines its human resource requirements and develops plans for how these resources can best be acquired, deployed, developed and managed. Human resource planning addresses the demand for and supply of workers and creates action plans whenever a gap arises between the two. Human resource planning is must to serve in business enterprise strategy.
The article explains that HR strategy planning is playing an important role in enterprise management through theory, method, and history developing, then establishes the ideas for HS Company human resources planning. First of all, it analyzes the influence of strategy on business of HS Company. Second，it establishes the way of thinking that the company human resource planning and defines the scope of human resource planning. Third, in the foundation of the company human resource present state, it analyzes human resource demand and supply. At last, it establishes the human resource planning and deploys main work to deal with in the process of plan. It is beneficial to enhance strategic position of human resource management. The execution of the plan guarantees the sound operation of HRM, and minimizes restrict stemmed from the human resources bottleneck during development of the company. Also the execution of the plan enables the company to have suitable and sufficient human resources at the most appropriate time, which also enables the enterprise to have competitive advantages, and to achieve the strategic goal.


Key words: human resource, planning, forecast


目 錄

中文摘要 I
ABSTRACT II
1 緒論 1
1.1本文選題的背景和意義 1
1.2國(guó)內(nèi)外研究及發(fā)展?fàn)顩r 1
1.2.1 國(guó)外人力資源規(guī)劃研究現(xiàn)狀 1
1.2.2 國(guó)內(nèi)人力資源規(guī)劃研究現(xiàn)狀 2
1.3論文研究思路、主要內(nèi)容 2
2 人力資源規(guī)劃的理論和方法 3
2.1人力資源規(guī)劃的概念及作用 3
2.2人力資源規(guī)劃的內(nèi)容 3
2.3人力資源規(guī)劃的理論方法 4
2.3.1 人力資源需求預(yù)測(cè) 4
2.3.2 人力資源供給預(yù)測(cè) 5
2.3.3 人力資源供需平衡分析 5
2.4人力資源與戰(zhàn)略的關(guān)系 6
3 HS公司的人力資源現(xiàn)狀 7
3.1 HS公司的概況 7
3.2 HS公司的人力資源基本情況 7
3.2.1 人員結(jié)構(gòu)情況 7
3.2.2 年齡結(jié)構(gòu)情況 8
3.2.3 學(xué)歷結(jié)構(gòu)情況 8
3.2.4 業(yè)務(wù)水平情況 9
3.3 HS公司的人力資源現(xiàn)狀及問(wèn)題 9
4 HS公司的人力資源規(guī)劃 11
4.1 HS公司的戰(zhàn)略分析 11
4.2 HS公司的人力資源需求預(yù)測(cè) 11
4.3 HS公司的人力資源供給預(yù)測(cè) 12
4.3.1 內(nèi)部供給預(yù)測(cè) 12
4.3.3 HS公司人力資源供給量分析 14
4.4人力資源供需平衡分析及對(duì)策 15
4.4.1 人力資源供需平衡分析 15
4.4.2 結(jié)構(gòu)失衡的對(duì)策 15
4.5 HS人力資源規(guī)劃實(shí)施措施 16
4.5.1 人員補(bǔ)充計(jì)劃 16
4.5.2 人員培訓(xùn)計(jì)劃 16
4.5.3 人員流動(dòng)計(jì)劃 17
4.5.4 人員晉升計(jì)劃 17
5 結(jié)論 18
參 考 文 獻(xiàn) 19



參 考 文 獻(xiàn)
[6] 高艷.戰(zhàn)略性人力資源管理[J].中國(guó)人力資源開(kāi)發(fā)，2000，11(7)；18-19．
[7] 李響,王慶.供大于求狀態(tài)下企業(yè)人力資源規(guī)劃決策模型[J].統(tǒng)計(jì)與決策，2007，6(10)：9-13.
[8] 王慶.企業(yè)柔性人力資源規(guī)劃的決策模型[J].統(tǒng)計(jì)與決策，2007,17.
[9] 洪章.應(yīng)當(dāng)正確理解企業(yè)職規(guī)劃的基本概念[J]．中國(guó)人力資源開(kāi)發(fā)，2002，2(7)．
[10] 李昕.略論企業(yè)人力資源規(guī)劃[J].人口與經(jīng)濟(jì),2006，5(S1)：15-16.
[11] 孫平.人力資源戰(zhàn)略與組織結(jié)構(gòu)設(shè)計(jì)[M].山東：山東人民出版社，2004.
[12] James W. Walker. Human Resource Strategy[M].北京：中國(guó)人民大學(xué)出版社，2004.
[13] John B. Donald P Crane. Human resource management: the strategy PerPeetive[M]. New York, 1995.
[14] 方四平.基于馬爾科夫鏈的企業(yè)內(nèi)部人力資源供給預(yù)測(cè)[J].北京工業(yè)職業(yè)技術(shù)學(xué)院學(xué)報(bào)，2006.
[15] 趙曙明.中國(guó)企業(yè)人力資源管理[M].江蘇：南京大學(xué)出版社，1995.
[16] Lioyd L B, Leslie W R. Human Resource Management[M].America: McGraw-Hill Companies, Inc, 2004.