Paper代写参考范文：The six steps of HR planning

Paper代写参考范文-人力资源规划的六个步骤。本文是一篇留学生paper写作范文，主要内容是讲述人力资源规划，人力资源规划的一个关键目标是在正确的时间以正确的成本让数量合适的、具有正确技能、经验和能力的人员从事正确的工作。下面就一起来看一下这篇留学生paper代写范例。

HUMAN RESOURSES PLANNING 人力资源规划

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:

有很多方法可以定义人力资源规划，或解释它是什么，但以下定义取自加拿大政府人力资源网站，是一个很好、有用的工作定义：

“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.”

“严格的人力资源规划将人员管理与组织的使命、愿景、目标和目的以及战略计划和预算资源联系起来。人力资源规划的一个关键目标是在正确的时间以正确的成本让数量合适的、具有正确技能、经验和能力的人员从事正确的工作。”

Introduction 介绍

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.

计划对我们的日常活动非常重要。不同的作者已经给出了几个定义——什么是计划，以及它对实现我们的目标的重要性。令人惊讶的是，在大多数组织的人力资源中，人力资源的这一重要部分大多被忽视，因为高层不知道人力资源规划的价值。不为未来做计划的组织在未来的竞争中生存的机会更少。本文将讨论人力资源规划的重要性；人力资源规划的六个步骤是：预测；库存、审计、人力资源计划；计划的实施；监控。

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.

当我们准备规划方案时，从业者应记住，他们的员工有他们需要实现的目标。这就是员工求职的原因。忽视这些需求会导致动力不足，从而导致不必要的绩效不佳，甚至导致劳工行动。

Importance of Planning 规划的重要性

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.

计划并不像人们想象的那么容易，因为它需要共同努力，才能制定出一个让你的工作轻松的计划。开始是复杂的，但一旦你开始和完成它，你就会微笑，因为一切进展顺利。

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.

规划是一个必须从某个地方开始并为某个目的完成的过程。它包括收集信息，使管理人员和主管能够做出正确的决策。所获得的信息也被用来为实现本组织的目标采取更好的行动。在决定人力资源规划计划时，你必须考虑许多因素。

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:

人力资源规划包括收集信息、制定目标和做出决策，以使组织实现其目标。令人惊讶的是，人力资源的这一方面是人力资源领域最被忽视的方面之一。当人力资源规划在人力资源管理领域得到适当应用时，它将有助于解决以下问题：

1. How many staff does the Organization have?

1.本组织有多少工作人员？

2. What type of employees as far as skills and abilities does the Company have?

2.就技能和能力而言，公司拥有什么类型的员工？

3. How should the Organization best utilize the available resources?

3.本组织应如何最好地利用现有资源？

4. How can the Company keep its employees?

4.公司如何留住员工？

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.

人力资源规划使组织在我们所处的21世纪取得进展和成功。编制人力资源规划方案的人力资源从业人员将协助本组织从战略上管理其工作人员。该计划有助于指导人力资源部门的行动。

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.

该方案不仅有助于本组织，而且还将促进雇员的职业规划，并帮助他们实现目标。这增强了动力，本组织将成为一个良好的工作场所。人力资源规划是管理信息系统的重要组成部分。

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.

人力资源部肩负着一项艰巨的任务：跟上所有变化的步伐，确保在正确的时间为本组织提供合适的人员。正是劳动力构成的变化迫使管理者关注人力资源规划。劳动力构成的变化不仅影响员工的任命，还影响员工的选拔、培训、薪酬和激励方法。当组织合并、工厂搬迁和活动因财务问题而缩减时，这一点变得非常关键。

Steps in HR Planning 人力资源规划步骤

Forecasting 预测

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.

人力资源规划要求我们收集有关组织目标的数据。人们应该了解本组织想要走向何方，以及它想要如何达到这一点。员工的需求源于本组织的企业目标。他们坚决反对短期和中期目标，并将其转化为行动预算（例如，到2006年1月在新德里建立一个新的分支机构，并为其配备一名分支机构经理（6000美元，秘书1550美元，两名文职人员每月800美元。因此，人力资源计划应具有一种机制，将计划的公司战略表达为计划的结果和预算，以便将其转换为所需的人数和技能。

Inventory 库存

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.

在了解本组织需要什么人力资源后，下一步是对本组织现有员工进行评估。人力资源清单不仅应涉及有关人数、年龄和地点的数据，还应涉及对个人和技能的分析。技能清单提供了关于公司提供的专业和技术技能以及其他资格的有效信息。它揭示了与预测的人力资源需求相比，哪些技能是即时可用的。

Audit 审计

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.

我们不是生活在一个静止的世界里，我们的人力资源可以发生巨大的变化。人力资源盘点需要收集数据，人力资源审计需要对这些数据进行系统的检查和分析。审计从劳动力移交、年龄和性别分组、培训费用和缺勤等方面审视了过去和现在发生的情况。基于这些信息，人们就可以预测未来人力资源在组织中会发生什么。

HR resource plan 人力资源计划

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.

这里我们来看看职业规划和人力资源计划。人是任何组织中最重要的资产。本组织可以自由地以最适合其个人能力的方式全速发展其工作人员。主要原因是，本组织的目标应尽可能接近或匹配，以便为其员工的发展潜力提供最佳的空间。因此，职业规划也可以称为人力资源规划或继任规划。

Actioning of Plan 计划的实施

There are three fundamentals necessary for this first step.

第一步需要三个基本要素。

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） 规划必须得到最高管理层的认可和支持。

3) There must be knowledge of the available resources (i.e.) financial, physical and human (Management and technical).

3） 必须了解可用资源（即财务、物质和人力资源（管理和技术））。

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.

一旦实施，人力资源计划将成为公司计划。这些计划已经制定并得到了最高管理层的同意，成为公司长期计划的一部分。由于成本或缺乏知识而未能实现人力资源计划，可能会严重制约长期计划。以下是人力资源计划与公司计划的链接说明。

Monitoring and Control 监控

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.

这是组织人力资源规划的最后阶段。一旦方案被接受并开始执行，就必须对其进行控制。人力资源部必须跟进可用资源方面的情况。我们的想法是确保我们利用所有可用的人才，这些人才的失败让我们继续努力达到顶峰。

CONCLUSION 结论

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.

让我们大家检查一下我们在哪里工作，看看是否真的有人力资源计划。如果它不可用，让我们尝试开发一个，你会看到你将如何有所作为。诚然，人力资源计划是人力资源管理的基础。如果我们不知道如何开发它，那么我们就不会为我们的组织提供服务，管理层也不会感受到我们的影响。

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