如何进行人力资源规划？

How to conduct human resource planning?

　　人力资源，又称劳动力资源或劳动力，是指能够推动整个经济和社会发展、具有劳动能力的人口总和。经济学把为了创造物质财富而投入于生产活动中的一切要素通称为资源，包括人力资源、物力资源、财力资源、信息资源、时间资源等，其中人力资源是一切资源中宝贵的源，是资源。人力资源包括数量和质量两个方面。人力资源的基本方面，包括体力和智力，从现实应用的状态，包括体质、智力、知识、技能四个方面。人力资源与其他资源一样也具有特质性、可用性、有限性。

Human resources, also known as labor resources or labor force, refer to the total population with labor capacity that can drive the overall economic and social development. Economics refers to all elements invested in production activities in order to create material wealth as resources, including human resources, material resources, financial resources, information resources, time resources, etc. Among them, human resources are the most precious source and the primary resource. Human resources include both quantity and quality. The most basic aspects of human resources include physical and intellectual strength, and from the perspective of practical application, they include four aspects: physical fitness, intelligence, knowledge, and skills. Human resources, like other resources, also have characteristics, availability, and limitations.

　　人力资源规划，涉及到相关的组织机构建立，人力规划方向等。招聘即招揽人才，做好人员岗位配置工作，使员工的能力得到的发挥。定期对员工进行培训能提升员工技能，保障人才持续发展，增强员工信任感、价值感。好的绩效模式能够有效的激励人才，留住人才，完善的薪酬福利机制不仅能够激励员工，还能更好的吸引人才。劳动关系管理主要是员工异动、用工纠纷、企业文化建设等内容。

Human resource planning involves the establishment of relevant organizational structures and the direction of human resource planning. Recruitment is the process of recruiting outstanding talents, ensuring the proper allocation of personnel positions, and maximizing the abilities of employees. Regular training for employees can enhance their skills, ensure their sustainable development, and enhance their trust and sense of value. A good performance model can effectively motivate and retain talents, and a sound compensation and benefits mechanism can not only motivate employees but also better attract talents. Labor relationship management mainly includes employee turnover, employment disputes, and corporate culture construction.

　　人力资源规划的目标：

The goals of human resource planning are:

　　1、得到和保持一定数量具备特定技能、知识结构和能力的人员。

1. Obtain and maintain a certain number of personnel with specific skills, knowledge structures, and abilities.

　　2、充分利用现有人力资源。

2. Make full use of existing human resources.

　　3、能够预测企业组织中潜在的人员过剩或人力不足。

3. Be able to predict potential personnel surplus or manpower shortage in enterprise organizations.

　　4、建设一支训练有素，运作灵活的劳动力队伍，增强企业适应未知环境的能力。

4. Build a well-trained and flexible workforce to enhance the ability of enterprises to adapt to unknown environments.

　　5、减少企业在关键技术环节对外部招聘的依赖性。

5. Reduce the dependence of enterprises on external recruitment in key technological processes.

　　二、人力资源的核查：是指核查人力资源的数量、质量、结构及分布状况。

2、 Human resource verification refers to the verification of the quantity, quality, structure, and distribution of human resources.

　　三、人力资源信息包括：个人自然情况、录用资料、教育资料、工资资料、工作执行评价、工作经历、服务与离职资料、工作态度、工作或职务的历史资料等。

3、 Human resource information includes: personal natural situation, employment information, educational information, salary information, job performance evaluation, work experience, service and resignation information, work attitude, and historical data of work or position.

　　四、人力资源需求预测的方法有：直觉预测方法（定性预测）和数学预测方法（定量预测）。

4、 The methods for predicting human resource demand include intuitive prediction (qualitative prediction) and mathematical prediction (quantitative prediction).

　　五、工作分析，又叫职务分析、岗位分析，它是人力资源管理中一项重要的常规性技术，是整个人力资源管理工作的基础。工作分析是借助于一定的分析手段，确定工作的性质、结构、要求等基本因素的活动。

5、 Job analysis, also known as job analysis or job analysis, is an important routine technique in human resource management and the foundation of the entire human resource management work. Job analysis is the activity of using certain analytical methods to determine the basic factors such as the nature, structure, and requirements of a job.

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