Paper代寫參考范文-人力資源規(guī)劃的六個(gè)步驟。本文是一篇留學(xué)生paper寫作范文,主要內(nèi)容是講述人力資源規(guī)劃,人力資源規(guī)劃的一個(gè)關(guān)鍵目標(biāo)是在正確的時(shí)間以正確的成本讓數(shù)量合適的、具有正確技能、經(jīng)驗(yàn)和能力的人員從事正確的工作。下面就一起來看一下這篇留學(xué)生paper代寫范例。
HUMAN RESOURSES PLANNING 人力資源規(guī)劃
There are many ways to define HR planning, or explain what it is, but the following definitions, taken from the Government of Canada human resources site, is a good, useful working definition:
有很多方法可以定義人力資源規(guī)劃,或解釋它是什么,但以下定義取自加拿大政府人力資源網(wǎng)站,是一個(gè)很好、有用的工作定義:
“Rigorous HR planning links people management to the organization’s mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost.”
“嚴(yán)格的人力資源規(guī)劃將人員管理與組織的使命、愿景、目標(biāo)和目的以及戰(zhàn)略計(jì)劃和預(yù)算資源聯(lián)系起來。人力資源規(guī)劃的一個(gè)關(guān)鍵目標(biāo)是在正確的時(shí)間以正確的成本讓數(shù)量合適的、具有正確技能、經(jīng)驗(yàn)和能力的人員從事正確的工作?!?/p>
Introduction 介紹
Planning is very important to our everyday activities. Several definitions have been given by different writers what planning is all about and its importance to achieving our objectives. It is amazing that this important part of HR is mostly ignored in HR in most organizations because those at the top do not know the value of HR planning. Organizations that do not plan for the future have fewer opportunities to survive the competition ahead. This article will discuss the importance of HR planning; the six steps of HR planning that is: Forecasting; inventory, audit, HR Resource Plan; Actioning of Plan; Monitoring and Control.
計(jì)劃對我們的日常活動非常重要。不同的作者已經(jīng)給出了幾個(gè)定義——什么是計(jì)劃,以及它對實(shí)現(xiàn)我們的目標(biāo)的重要性。令人驚訝的是,在大多數(shù)組織的人力資源中,人力資源的這一重要部分大多被忽視,因?yàn)楦邔硬恢廊肆Y源規(guī)劃的價(jià)值。不為未來做計(jì)劃的組織在未來的競爭中生存的機(jī)會更少。本文將討論人力資源規(guī)劃的重要性;人力資源規(guī)劃的六個(gè)步驟是:預(yù)測;庫存、審計(jì)、人力資源計(jì)劃;計(jì)劃的實(shí)施;監(jiān)控。
When we prepare our planning programme, Practitioners should bear in mind that their staff members have their objective they need to achieve. This is the reason why employees seek employment. Neglecting these needs would result in poor motivation that may lead to unnecessary poor performance and even Industrial actions.
當(dāng)我們準(zhǔn)備規(guī)劃方案時(shí),從業(yè)者應(yīng)記住,他們的員工有他們需要實(shí)現(xiàn)的目標(biāo)。這就是員工求職的原因。忽視這些需求會導(dǎo)致動力不足,從而導(dǎo)致不必要的績效不佳,甚至導(dǎo)致勞工行動。
Importance of Planning 規(guī)劃的重要性
Planning is not as easy as one might think because it requires a concerted effort to come out with a programme that would easy your work. Commencing is complicated, but once you start and finish it you have a smile because everything moves smoothly.
計(jì)劃并不像人們想象的那么容易,因?yàn)樗枰餐?,才能制定出一個(gè)讓你的工作輕松的計(jì)劃。開始是復(fù)雜的,但一旦你開始和完成它,你就會微笑,因?yàn)橐磺羞M(jìn)展順利。
Planning is a process that has to be commenced form somewhere and completed for a purpose. It involves gathering information that would enable managers and supervisors make sound decisions. The information obtained is also utilized to make better actions for achieving the objectives of the Organization. There are many factors that you have to look into when deciding for an HR Planning programme.
規(guī)劃是一個(gè)必須從某個(gè)地方開始并為某個(gè)目的完成的過程。它包括收集信息,使管理人員和主管能夠做出正確的決策。所獲得的信息也被用來為實(shí)現(xiàn)本組織的目標(biāo)采取更好的行動。在決定人力資源規(guī)劃計(jì)劃時(shí),你必須考慮許多因素。
HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions:
人力資源規(guī)劃包括收集信息、制定目標(biāo)和做出決策,以使組織實(shí)現(xiàn)其目標(biāo)。令人驚訝的是,人力資源的這一方面是人力資源領(lǐng)域最被忽視的方面之一。當(dāng)人力資源規(guī)劃在人力資源管理領(lǐng)域得到適當(dāng)應(yīng)用時(shí),它將有助于解決以下問題:
1. How many staff does the Organization have?
1.本組織有多少工作人員?
2. What type of employees as far as skills and abilities does the Company have?
2.就技能和能力而言,公司擁有什么類型的員工?
3. How should the Organization best utilize the available resources?
3.本組織應(yīng)如何最好地利用現(xiàn)有資源?
4. How can the Company keep its employees?
4.公司如何留住員工?
HR planning makes the organization move and succeeds in the 21st Century that we are in. Human Resources Practitioners who prepare the HR Planning programme would assist the Organization to manage its staff strategically. The programme assists to direct the actions of HR department.
人力資源規(guī)劃使組織在我們所處的21世紀(jì)取得進(jìn)展和成功。編制人力資源規(guī)劃方案的人力資源從業(yè)人員將協(xié)助本組織從戰(zhàn)略上管理其工作人員。該計(jì)劃有助于指導(dǎo)人力資源部門的行動。
The programme does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. This augment motivation and the Organization would become a good place to work. HR Planning forms an important part of Management information system.
該方案不僅有助于本組織,而且還將促進(jìn)雇員的職業(yè)規(guī)劃,并幫助他們實(shí)現(xiàn)目標(biāo)。這增強(qiáng)了動力,本組織將成為一個(gè)良好的工作場所。人力資源規(guī)劃是管理信息系統(tǒng)的重要組成部分。
HR have an enormous task keeping pace with the all the changes and ensuring that the right people are available to the Organization at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. The changes in composition of workforce not only influence the appointment of staff, but also the methods of selection, training, compensation and motivation. It becomes very critical when Organizations merge, plants are relocated, and activities are scaled down due to financial problems.
人力資源部肩負(fù)著一項(xiàng)艱巨的任務(wù):跟上所有變化的步伐,確保在正確的時(shí)間為本組織提供合適的人員。正是勞動力構(gòu)成的變化迫使管理者關(guān)注人力資源規(guī)劃。勞動力構(gòu)成的變化不僅影響員工的任命,還影響員工的選拔、培訓(xùn)、薪酬和激勵(lì)方法。當(dāng)組織合并、工廠搬遷和活動因財(cái)務(wù)問題而縮減時(shí),這一點(diǎn)變得非常關(guān)鍵。
Steps in HR Planning 人力資源規(guī)劃步驟
Forecasting 預(yù)測
HR Planning requires that we gather data on the Organizational goals objectives. One should understand where the Organization wants to go and how it wants to get to that point. The needs of the employees are derived from the corporate objectives of the Organization. They stern from shorter and medium term objectives and their conversion into action budgets (e.g.) establishing a new branch in New Delhi by January 2006 and staff it with a Branch Manager (6,000 USD, Secretary 1,550 USD, and two clerical staff 800 USD per month. Therefore, the HR Plan should have a mechanism to express planned Company strategies into planned results and budgets so that these can be converted in terms of numbers and skills required.
人力資源規(guī)劃要求我們收集有關(guān)組織目標(biāo)的數(shù)據(jù)。人們應(yīng)該了解本組織想要走向何方,以及它想要如何達(dá)到這一點(diǎn)。員工的需求源于本組織的企業(yè)目標(biāo)。他們堅(jiān)決反對短期和中期目標(biāo),并將其轉(zhuǎn)化為行動預(yù)算(例如,到2006年1月在新德里建立一個(gè)新的分支機(jī)構(gòu),并為其配備一名分支機(jī)構(gòu)經(jīng)理(6000美元,秘書1550美元,兩名文職人員每月800美元。因此,人力資源計(jì)劃應(yīng)具有一種機(jī)制,將計(jì)劃的公司戰(zhàn)略表達(dá)為計(jì)劃的結(jié)果和預(yù)算,以便將其轉(zhuǎn)換為所需的人數(shù)和技能。
Inventory 庫存
After knowing what human resources are required in the Organization, the next step is to take stock of the current employees in the Organization. The HR inventory should not only relate to data concerning numbers, ages, and locations, but also an analysis of individuals and skills. Skills inventory provides valid information on professional and technical skills and other qualifications provided in the firm. It reveals what skills are immediately available when compared to the forecasted HR requirements.
在了解本組織需要什么人力資源后,下一步是對本組織現(xiàn)有員工進(jìn)行評估。人力資源清單不僅應(yīng)涉及有關(guān)人數(shù)、年齡和地點(diǎn)的數(shù)據(jù),還應(yīng)涉及對個(gè)人和技能的分析。技能清單提供了關(guān)于公司提供的專業(yè)和技術(shù)技能以及其他資格的有效信息。它揭示了與預(yù)測的人力資源需求相比,哪些技能是即時(shí)可用的。
Audit 審計(jì)
We do not live in a static World and our HR resources can transform dramatically. HR inventory calls for collection of data, the HR audit requires systematic examination and analysis of this data. The Audit looks at what had occurred in the past and at present in terms of labour turn over, age and sex groupings, training costs and absence. Based on this information, one can then be able to predict what will happen to HR in the future in the Organization.
我們不是生活在一個(gè)靜止的世界里,我們的人力資源可以發(fā)生巨大的變化。人力資源盤點(diǎn)需要收集數(shù)據(jù),人力資源審計(jì)需要對這些數(shù)據(jù)進(jìn)行系統(tǒng)的檢查和分析。審計(jì)從勞動力移交、年齡和性別分組、培訓(xùn)費(fèi)用和缺勤等方面審視了過去和現(xiàn)在發(fā)生的情況。基于這些信息,人們就可以預(yù)測未來人力資源在組織中會發(fā)生什么。
HR resource plan 人力資源計(jì)劃
Here we look at career Planning and HR plans. People are the greatest asserts in any Organization. The Organization is at liberty to develop its staff at full pace in the way ideally suited to their individual capacities. The main reason is that the Organization’s objectives should be aligned as near as possible, or matched, in order to give optimum scope for the developing potential of its employees. Therefore, career planning may also be referred to as HR Planning or succession planning.
這里我們來看看職業(yè)規(guī)劃和人力資源計(jì)劃。人是任何組織中最重要的資產(chǎn)。本組織可以自由地以最適合其個(gè)人能力的方式全速發(fā)展其工作人員。主要原因是,本組織的目標(biāo)應(yīng)盡可能接近或匹配,以便為其員工的發(fā)展?jié)摿μ峁┳罴训目臻g。因此,職業(yè)規(guī)劃也可以稱為人力資源規(guī)劃或繼任規(guī)劃。
Actioning of Plan 計(jì)劃的實(shí)施
There are three fundamentals necessary for this first step.
第一步需要三個(gè)基本要素。
1) Know where you are going.
1) 知道你要去哪里。
2) There must be acceptance and backing from top management for the planning.
2) 規(guī)劃必須得到最高管理層的認(rèn)可和支持。
3) There must be knowledge of the available resources (i.e.) financial, physical and human (Management and technical).
3) 必須了解可用資源(即財(cái)務(wù)、物質(zhì)和人力資源(管理和技術(shù)))。
Once in action, the HR Plans become corporate plans. Having been made and concurred with top management, the plans become a part of the company’s long-range plan. Failure to achieve the HR Plans due to cost, or lack of knowledge, may be serious constraints on the long-range plan. Below is an illustration of how HR Plan is linked to corporate Plan.
一旦實(shí)施,人力資源計(jì)劃將成為公司計(jì)劃。這些計(jì)劃已經(jīng)制定并得到了最高管理層的同意,成為公司長期計(jì)劃的一部分。由于成本或缺乏知識而未能實(shí)現(xiàn)人力資源計(jì)劃,可能會嚴(yán)重制約長期計(jì)劃。以下是人力資源計(jì)劃與公司計(jì)劃的鏈接說明。
Monitoring and Control 監(jiān)控
This is the last stage of HR planning in the Organization. Once the programme has been accepted and implementation launched, it has to be controlled. HR department has to make a follow up to see what is happening in terms of the available resources. The idea is to make sure that we make use of all the available talents that are at our disposal failure of which we continue to struggle to get to the top.
這是組織人力資源規(guī)劃的最后階段。一旦方案被接受并開始執(zhí)行,就必須對其進(jìn)行控制。人力資源部必須跟進(jìn)可用資源方面的情況。我們的想法是確保我們利用所有可用的人才,這些人才的失敗讓我們繼續(xù)努力達(dá)到頂峰。
CONCLUSION 結(jié)論
Let us all check where we are working and see whether there is really a Human Resource Plan. If it’s not available, let use try to develop one and you would see how you will make a difference. It is quite true that HR plan is the basis of Human Resources Management. If we do not know how to develop it, then we are not doing services to our Organizations and our impact will not be felt in the management pool.
讓我們大家檢查一下我們在哪里工作,看看是否真的有人力資源計(jì)劃。如果它不可用,讓我們嘗試開發(fā)一個(gè),你會看到你將如何有所作為。誠然,人力資源計(jì)劃是人力資源管理的基礎(chǔ)。如果我們不知道如何開發(fā)它,那么我們就不會為我們的組織提供服務(wù),管理層也不會感受到我們的影響。
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