HR How To Make Human Resources Planning?

< p > with the changing direction of the business development of the enterprise, < a href= "http://www.91se91.com/news/index_c.asp" > human resources planning < /a > should also be adjusted accordingly.

In the design of future human resources strategic planning, we should strengthen demand forecasting, system planning and improve readiness.

First of all, we need to predict the demand for talents. In order to achieve the goal of enterprise development, we need to identify what talents the enterprises need in the future, and refine them from all levels of leadership, operation and execution, and design clear standards for talents. At the same time, we should adopt a variety of human resources employment programs to establish an external and internal talent market and expand the pool of talents. Finally, in implementing the strategy of human resources development, we can effectively acquire and invest resources and adopt human resources strategies that are suitable for enterprise development, so as to help enterprises achieve their development goals.

< /p >

< p > for human resource managers, it is necessary to introduce innovative technology and innovative methods continuously in the work. It also requires human resources managers to step out of their comfort zones, jump out of the circle of human resources, and continuously optimize human resources work from the whole enterprise management circle.

One of the most important criteria for measuring human resources management is whether the human resources department is able to provide a balanced and fast talent supply, and whether it can provide high-quality personnel to help enterprises develop in the long run when business enters the fast lane.

Therefore, while using traditional recruitment channels, we should always understand the characteristics of market information, including emerging channels, and innovate the use of social media to widen the < a href= "http://www.91se91.com/news/index_f.asp" > recruitment channel < /a >.

< /p >

< p > secondly, when more and more enterprises begin to enter the international market, it is necessary to deploy human resources in the whole world and regard global human resources as their talent pool.

To build a team that can support the globalization business, to enable the talented person to get the leading technology and speed up the growth of talents, and to establish a training mechanism to build a global talent is an important means to ensure the progress of enterprises. The best employer has become the consensus of the enterprise in terms of talent management and retention. In the face of the new force in the workplace, it is necessary to adopt more humane and innovative methods to create the image of the Employer so as to attract more talented people to join.

< /p >

< p > < strong > cross-border entry into strategic level < /strong > /p >

< p > more and more enterprises have brought top management of human resources into the top management team of enterprises, and participate in the formation of a href= "http://fz.sjfzxm.com/" > strategy < /a > formation and strategic implementation process. They are responsible for providing strategic planners with information on human resource capability of enterprises, so as to help senior managers make the best strategic choice.

The role of human resources management is reflected in: through the development of human resources management activities including the development of enterprises to provide the right employees with strategic implementation, and ultimately achieve the strategic objectives of enterprises.

< /p >

< p > the development of enterprises is inseparable from talents. The human resources department needs to have a more strategic vision and link the development strategy of human resources with the development strategy of enterprises.

The human resources department should not only lay down the strategic pformation of human resources, but also promote the smooth implementation of enterprise development strategy.

The enterprise strategy is specifically divided into human resources development strategy. In the scope of its own business, human resources system and system reform, innovation personnel recruitment and personnel training, and more efficient performance appraisal are gradually carried out.

The human resources department is an important institution of strategic implementation. In the process of implementing the strategy, the first thing is the system, the system and the system is the key to ensure the smooth operation of the enterprise strategy. The human resources department should be the defender of the system and the system. Second, the human resources department needs to promote strategic change at the right time, and when it formulating the human resource strategy, it must step out the boundary of human resources function, and work out the human resource strategy together with the business department.

< /p >

< p > for example, when a large enterprise is listed, it needs to merge the listed headquarters and group headquarters. The human resources department has become one of the main leaders of this change. They integrate human resource change into this strategic change. They are closely related to the rearrangement of human resources planning and configuration, personnel reporting, personnel recruitment and selection, personnel performance appraisal and so on, which is closely related to the organizational level development and strategic planning level change. Not only has it been supported by the company's leadership, but also has been recognized by other departments.

< /p >