commonality

the difference

Corporate strategic analysis

human resources department

The HRM platform serves as the implementation guarantee for human resource management strategies.

Evaluate the effectiveness of human resource management

(1) Three basic analysis tasks.

(2) Concept guidance system line construction:

(3) Organizational infrastructure planning:

(4) Capacity line construction for quantity, quality and structure planning.

(5) Core talent team planning:

(6) Strategic human resources function activity planning:

(7) Mechanism and system change planning.

(8) Knowledge and information system construction planning.

(1) Succession and promotion plan:

(2) Personnel supplement plan:

(3) Competency improvement plan:

(4) Exit the elimination plan:

effect

opportunity:

definition

Features

definition

Features

(1) Through talent inventory, the organization can clarify the resources and capabilities required for future development.

(2) Talent inventory can provide support for the implementation of organizational strategies.

(3) Through sorting out and evaluating talents, establish a talent echelon and promote the sustainable and healthy development of the organization.

(1) In the process of talent inventory, through the mutual cooperation and cooperation between the human resources department and other business departments, the relationship between them is more closely connected. Not only does the human resources department understand the business better, but the business departments also begin to Understand the work of the human resources department.

(2) Through talent inventory, the organization can quickly match people with positions.

(1) Through talent inventory, employees can learn about the organization's demand for talents and the degree of matching between themselves and the organization.

(2) Talent inventory can also help employees clarify the direction of improvement and development in future work.

(1) Analyze the corporate strategic background and current human resources situation.

(2) Determine the strategic mission and vision of human resources.

(3) Define the human resources issues of the enterprise

(4) Formulate core human resources strategies and strategic initiatives.

(5) Determine key tasks and action plans.

(6) Establish a human resources strategic planning guarantee mechanism.

The two main lines are the system/mechanism line and the talent/ability line.

The four supporting platforms are human resource strategy, human resource strategic guidance, strategic human resource management activities and specific human resource planning actions.

Demand Forecast

Supply forecast:

(1) Enterprise level:

(2) Cross-departmental level:

(3) Department level:

(1) Strategic orientation:

(2) Spiral upward:

(3) Institutionalization principle:

(4) Principles of talent echelon:

(5) Priority planning for key talents:

(1) Human resources information system:

(2) Human resources information management system:

(1) The main status of the enterprise and the integrator’s status in consulting and implementation;

(2) While pursuing technological advancement, we also emphasize practicality and focus on system integration and openness;

(3) Take the lead in technology, keep up with software, and pay equal attention to implementation, training and services;

(4) Decision-making level participation and strategic attention;

(5) Emphasize the importance of data and achieve integration of data with other management systems.

①Experiential prediction method.

②Micro-integration method:

③Description method:

④Work research method (job analysis method):

⑤Delphi method (expert evaluation):

①Regression analysis method:

② Trend extrapolation forecasting method:

③Skill combination method:

④Production function model:

⑤Workload quota method: