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近年来,供电企业一方面加强了对劳动定员标准的修订和完善,为企业编制用工计划和资源调配提供依据,为企业不断地改善劳动组织,提高劳动生产率提供条件。另一方面,很多供电企业也认识到,劳动定员标准主要解决的是现有人力资源配置的问题,要实现企业未来的发展目标,提前做好人力资源招聘与配置、培训与开发、绩效与薪酬管理,必须制定人力资源规划。在制定人力资源规划的过程中,难以准确预测未来某个时间段的人力资源数量和质量的需求是规划制定者们所共同面临的关键问题,因此,文章旨在总结某供电企业基于劳动定员标准开展人力资源规划项目的经验,从实务操作方面进行一些粗浅的探讨,以期提供一些相对可靠且可操作性较强的需求预测方法。
In recent years, on the one hand, power supply enterprises have strengthened the revision and improvement of the standard of labor quotas, provided the basis for enterprises to compile employment plans and resource allocation, and provided conditions for enterprises to continuously improve labor organization and increase labor productivity. On the other hand, many power supply enterprises also recognize that the standard of labor capacity mainly solves the existing problem of human resource allocation. In order to realize the future development goals of the enterprise, HR recruitment and allocation, training and development, performance and remuneration Management, must develop human resources planning. In the process of human resource planning, it is difficult to accurately predict the quantity and quality of human resources in a certain period of time in the future, which is a key issue that planners are faced with. Therefore, the article aims to summarize the basic principle of labor- The experience of human resources planning projects, from the practical aspects of the operation of some superficial discussion, with a view to providing some relatively reliable and highly operable demand forecasting method.