导　　师： 周霞

学科专业： 120202

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 任何一个企业和组织的发展,都需要人力、财力、物力、信息和市场等各种资源。其中最主要的是人力资源,因为其他各种资源都必须在人力资源的使用与作用之下,才能发挥效力。特别是知识经济时代的来临,深刻改变了企业资源的重要性,使人力资源成为了企业竞争优势最主要的驱动力。人力资源规划是企业人力资源管理的一项基础性活动,它是对人力资源工作从更高起点、更高层次、更高水平上的系统思考和整体谋划,是全面实现人力资源科学管理的重要基础工作,是实现企业战略目标的重要支撑和保障。 人力资源规划是指根据组织的发展战略、目标及组织内外环境的变化,预测未来组织任务和环境对组织的要求,并对人力资源供给和需求状况作出科学的预测和分析,制定必要的政策和措施,以确保完成任务和满足要求时在不同岗位上获得各种需要的人才/(包括数量和质量两个方面/),并使组织和个人得到长期的利益。 本文以GZPS供电局为研究对象,收集了其近3年的人力资源数据,包括人员总量、学历结构、职称及技能水平结构、不同岗位类别员工队伍特点等。通过对现状的分析,诊断出GZPS供电局目前在人力资源管理上需进行改善的问题,如人员整体素质有待提高,生产岗位人员结构性缺员,生产岗位人员老龄化趋势越来越明显等。 根据GZPS供电局建立国际先进供电企业的战略目标,本文进一步分析和预测GZPS供电局人力资源的需求与供给情况,提出GZPS供电局未来三年人力资源规划的目标,其中包括人员数量目标和质量目标,进而通过研究人力资源供给方案,探讨如何以外部招聘、内部调配、学历再教育、技术、技能培训等方式实现人力资源规划目标。为保证落实人力资源规划,本文提出在按人力资源规划开展有关人力资源管理工作的同时,应进一步全面加强人力资源管理的措施,包括完善培训体系、建立岗位能力模型、加强绩效及薪酬管理、丰富职业发展通道等。 The development of any enterprise and organization demands all kinds of resources, such as human resource, financial resource, material resource, information , marketing and so on. The most important resource is human resource, because the other resources can not take effect without it. The era of knowledge economy has changed the status of the enterprise’s all kind of resources profoundly, and the human resource became the uppermost driving force within the competitive predominance of the enterprise. HRP/(Human resource planning/) is the basic activity of the human resource management. It considers and designs the human resource management systematically on the higher level, and it is the important basic work of realizing the scientific human resource management, at the same time it is the important support and guarantee of realizing the enterprise’s strategy. HRP forecasts and analyzes the future organization mission, the environment demand to the organization, the human resource demand and supply, with the changing of the organization’s development strategy and the organization’s environment. And then HRP formulates measures to insure acquiring all kinds of person with ability to accomplish the mission and satisfy the demand. In the end the organization and individual can gain the long-term benefit from the HRP. The thesis takes the GZPS Bureau, the author’s serving company as the researching target. It analyzes the human resource data in the past 3 years by the empirical study method. The data includes the total staff, the education framework, the skill framework and the title framework of the technical post, the characteristic of the different post staff and so on. Through the analysis to the status quo, diagnosed the problem which has to be improved in the human resource management, such as the overall quality of the staff must to be upgraded, it is structural short of staff in the manufacture post, the aging trend of the manufacture post staff becomes more and more obvious and so on. According to the GZPS Bureau’s strategy of setting up an international advance power supply company, this thesis analyzed and forecasted the human resource demand and supply of GZPS Bureau, and proposed the target of the human resource planning in the next 3 years, including the staff quantity and quality target. After drawing up the human resource supply planning, the thesis made a research in how to realize the human resource team’s planning target with external recruitment, internal redeployment, re-education, skills training. In order to put the HRP into effect, this thesis proposed that the human resource management should be carry out according to the HRP, in the same time the human resource management measures should be strengthened comprehensively, including improving the training system, setting up the post competence model, strengthening the performance and reward management, enriching the career develop channels, and so on.

关 键 词： 人力资源规划 分析诊断 规划目标 供给方案

分 类 号： [F272.92 F426.61]

领　　域： [经济管理] [经济管理] [经济管理]