Management of human resources is different from management of other resources of an enterprise in that, on the one hand, such resources cannot be readily available. On the other hand, changes in technology and social environment will put forward new requirements for work content and personnel. This requires human resource planning to be forward-looking. Timeliness and accuracy in order to ensure that the enterprise obtains enough qualified personnel to achieve its production and operation goals. Human resource planning should analyze changes in the external environment of the enterprise ahead of time and accurately grasp the status of existing employees within the enterprise. Understand their strengths and potential, fully developed and utilized; analyze the enterprise in the environmental changes in the human resources needs of the situation, to develop the necessary policies and measures to meet these requirements. Successful human resource planning can coordinate the entire human resource management activities by grasping the possibilities of the existing and future workforce composition, establishing strategic decisions on recruitment and development. Thus, HR planning is an important connecting factor between strategy and operations.
Human resource planning is concerned with making decisions about future human resource needs and job requirements. Depending on the company's goals, strategies, the external environment facing the company, and the current knowledge and skills of the company's employees, human resource planning is used to ensure that the company has enough trained employees at all times to drive the company's operations effectively and efficiently.
Human resource planning relates to the number of employees a company needs to hire, what skills and experience they need, and when and how to hire or transfer them. Since employee terminations, promotions, and retirements also affect HR needs, HR management needs to use HR planning to anticipate future needs and types of employees. The HR plan also provides the necessary skills training for employees to better perform their current job duties and meets the needs of employees' career paths.
The objectives of human resource planning are broken down differently depending on the type of organization in the industry, but the overall objectives should be the same:
1. To help the company achieve its goals
2. To utilize the skills of its employees efficiently
3. To provide the company with a well-trained and motivated workforce
4. To cultivate and maintain a high quality work ethic
< p>Human resources planning is based on human resources strategy for the future needs of the enterprise, supply of talent, training and selection methods for scientific and overall prediction and planning, it is the basis for other functions of enterprise human resources management.Human resource planning is an important function of human resource management, plays a unified and coordinated role. In the development of human resources planning, need to determine the number and type of personnel needed to achieve organizational goals, and therefore need to collect and analyze a variety of information and forecast the effective supply of human resources and future demand. After determining the type and number of personnel required, human resource managers can then proceed to develop strategic plans and take measures to obtain the required human resources. Specifically, the process of human resource planning includes the following five steps:
1. predicting the future supply of human resources;
2. predicting the future demand for human resources;
3. planning the balance between supply and demand;
4. formulating policies and measures to meet the demand for human resources;
5. evaluating the effectiveness of the plan and making timely adjustments and controls. effectiveness and make timely adjustments, controls and updates.