如果您在人力資源部門工作，您就會知道讓合適的人擔任合適的工作是多麼重要。
That’s where human resource planning comes in.
當您掌握人力資源規劃的藝術時，您可以為公司節省大筆資金，同時使每個團隊成員有效地工作並相互協調。
深入了解關鍵策略，讓您的員工隊伍面向未來！
目錄
什麼是人力資源規劃以及為什麼它很重要？
Human resource planning is the 過程 of forecasting an organisation’s future human resource needs and devising activities to meet those needs.
It’s important for several reasons:
• 確保適當的員工數量： 人力資源規劃可幫助組織確定未來需要多少員工才能滿足目標和需求。 這可以避免員工太少或太多。
• 識別技能差距： 該過程確定了當前勞動力的技能和能力與未來所需的技能和能力之間的差距。 這使得人力資源部門能夠制定計劃來縮小這些差距。
• 幫助繼任計劃： HR planning provides inputs for succession plans by identifying critical roles, potential successors and development needs. This ensures a pipeline of qualified internal candidates.
• 支持招聘工作： 通過提前預測需求，人力資源部門可以製定有針對性的招聘策略，以便在需要時找到並僱用合適的人才。 這減少了高需求期間的時間壓力。
• 與戰略目標一致： HR planning helps align HR strategies and programs with the organisation’s strategic business plan. It ensures human capital investments support key objectives.
• 提高保留率： 通過確定未來需求，人力資源規劃可以幫助制定留住關鍵人才和具有難以找到技能的人才的計劃。 這降低了招聘和培訓成本。
• 提高生產力： 在正確的時間擁有正確數量、擁有正確技能的員工可以提高組織效率和生產力，研究表明，擁有高度敬業度員工的公司往往會 盈利提高21％。 它還可以降低因人員過多或能力限製而產生的成本。
• 確保遵守法律和法規。 HR planning helps ensure you have a sufficient compliant workforce in areas like safety, health and the government.影響人力資源規劃的因素
儘管人力資源規劃是任何組織（無論大小）的重要組成部分，但在與內部和外部利益相關者合作時，人力資源規劃面臨著某些挑戰，例如：
• 業務戰略和目標 – The company’s strategic objectives, growth plans, new initiatives and targets directly influence HR plans. HR will need to align with the business strategy.
• 技術變革 – New technologies can automate or change job roles, create new skill requirements and impact staffing needs. HR plans must account for this.
• 政府規章 – Changes in employment, labour, immigration and safety laws affect HR policies and the ability to recruit and retain staff.
• Economic conditions – 經濟狀況影響勞動力供應、招聘機會、員工流失率和薪酬預算等因素。 人力資源計劃必須具有適應性。
• 競爭 – The actions of competitors influence factors like attrition, demand for certain skills and compensation trends that HR plans need to be taken into consideration.
• 組織架構調整 – Changes in structure, processes or expansion into new markets require adjustments to job roles, skills and headcount in HR plans.
• 職業發展需求 – The learning and development needs of current employees to progress their careers must be considered in HR plans, as 22％的員工 表示缺乏成長機會是導致他們考慮離職的一個因素。
• 人力規劃 – Strategies to fill critical roles internally with qualified candidates affect staffing levels and development plans in HR. It can also be challenging to retain critical talent and employees with hard-to-find skills for the durations needed within HR plans. Unforeseen attrition can disrupt plans.
• 人口統計 – Shifts in the availability of certain age groups or types of workers in the labour market are a factor for recruitment and retention strategies.
• 成本壓力 – Human resource investments may need to align with rigid budget cycles, even if HR planning identifies different needs or priorities. This requires trade-offs.
Human resource planning considers many external and internal factors that influence an organisation’s future human capital requirements. Anticipating and accounting for these factors in HR forecasts and strategies helps ensure the plans remain relevant and can be effectively executed over time.
人力資源規劃的5個步驟是什麼？
雖然每個組織可能有自己特定的做事方式，但這五個步驟總體上是相同的。
#1. Estimating your people’s needs
This step involves estimating the future workforce requirements based on the organisation’s strategic objectives, growth plans, industry trends, and other relevant factors.
它包括分析當前的勞動力，確定任何缺口或過剩，並預測組織的未來需求。
試著與 AhaSlides 一起集思廣益，制定人力資源規劃
與您的團隊進行互動集思廣益，以幫助推動您的願景向前發展。
#2. 盤點你當前的船員
這一步意味著要仔細觀察團隊中現有的優秀人才。
他們帶來了哪些才能、技能和經驗？
Do any gaps exist between where your team is now and where you’d like them to be?
您還將考慮當前未知的各種勞動力變量，例如競爭因素、辭職以及突然調動或解僱。
＃3。 審視新員工的視野
Now it’s time to browse the outside world to see what other great people might want to join your mission.
哪些技能需求量大？ 您可能會招募哪些公司培養頂尖人才？ 您評估所有外部招聘選項。
此評估有助於確定潛在的人才來源，例如招聘渠道或與教育機構的合作夥伴關係。
＃4。 制定解決差距的戰略
With a handle on your team’s current strengths and future needs, you can now devise strategies to close any gaps.
Investing in your existing team is always a smart choice. Here are a few ways you could help strengthen your team’s skills and grow together:
• 為您的團隊提供培訓和發展。 當團隊成員有機會學習新技能和知識時，他們就會獲得力量，並使整個團隊更加高效。
• 僱用具有互補技能的新團隊成員可以填補空白並帶來新的視角。 尋找能夠很好地融入您當前文化的候選人。
• Evaluate each team member’s role and responsibilities. Are jobs well-matched to their interests and expertise? Adjusting roles where possible can optimise everyone’s strengths.
Simply put, helping your team expand their capabilities is a win-win. Your people will be more motivated, confident and productive. And together, you’ll have the mix of talent needed to navigate challenges and seize new opportunities.
＃5。 監控、評估和修改計劃
最好的人才計劃需要隨著時間的推移進行調整。
當您實施新舉措時，請不斷與您的團隊聯繫。
Gather feedback to identify what’s working well and what could improve.
對不斷變化的環境保持敏捷，並始終為團隊的成功而改變和適應。
底線
By iterating through these basic steps of human resource planning, you can thoughtfully shape the people side of your business. You’ll bring on the right teammates at the right times to propel your vision forward. And with constant listening, learning and adapting, you’ll build the strong, thriving crew needed for sustainable growth.
常見問題
人力資源規劃是什麼意思？
人力資源規劃是指組織用來確定當前和未來人力資源需求的過程。 有效的人力資源規劃有助於組織獲取、開發和保留實現戰略目標和保持競爭力所需的人力資源。
人力資源規劃的五個步驟是什麼？
人力資源規劃過程包括評估當前人力資源、預測未來需求、找出差距、制定和實施計劃來填補這些差距，然後隨著時間的推移監控和調整計劃。 這6個步驟涵蓋了從分析、戰略制定、執行到評估的整個週期。
人力資源規劃有什麼用？
Human resource planning is used to help organisations achieve their strategic objectives by providing a process to acquire, develop and manage the right workforce to meet current and future needs. When done properly, it can significantly impact an organisation’s performance and success.
