德國(guó)伍德公司創(chuàng)建于1921年(已修改)
2025-05-26 10:19 本頁(yè)面
【正文】 Chapter 3 Planning for Human Resources 德國(guó)伍德公司創(chuàng)建于 1921年，是目前世界十大化學(xué)工程公司之一?；すこ淌且粋€(gè)技術(shù)含量較高的行業(yè)，保持穩(wěn)定的高素質(zhì)人力資源存量對(duì)公司是至關(guān)重要的，因此人力資源需求預(yù)測(cè)是該公司人事部的重要工作內(nèi)容。其中最重要的是關(guān)于 高等技術(shù)教育或大學(xué)程度 員工的需求預(yù)測(cè)。預(yù)測(cè)涉及的部門(mén)包括 開(kāi)發(fā)部，機(jī)械化部，生產(chǎn)部 。 人事部每年送交各業(yè)務(wù)部門(mén)經(jīng)理一份意見(jiàn)征詢清單。征詢問(wèn)題涉及今后四年生產(chǎn)規(guī)模、技術(shù)和組織的各種變化（如集中化，分散化；制造或購(gòu)買(mǎi)等各種決策），業(yè)務(wù)的預(yù)期發(fā)展，并要求業(yè)務(wù)經(jīng)理們將上述問(wèn)題的答案轉(zhuǎn)化為本部門(mén)各類職務(wù)的人力需求量預(yù)測(cè)。 此外，提出的問(wèn)題中還涉及現(xiàn)任職員的實(shí)際情況和職位空缺數(shù)等等。 對(duì)于任職資格水平較低的職位，人事部認(rèn)為不需要進(jìn)行細(xì)致的人力需求預(yù)測(cè)，因?yàn)閯趧?dòng)力市場(chǎng)相應(yīng)的供給很充足。 ＣＨＡＰＴＥＲ ＯＵＴＬＩＮＥ Opening case Linking Human Resource Planning to Competitive Advantage How to conduct HR planning Human resource information system Opening case: Gaining petitive advantage at ATamp。T The problem: New business plans making it difficult to staff key leadership positions The solution:Developing a puterized career progression system The result : has a pool of qualified internal candidates Human Resource Planning A process that helps panies identify their future HRM needs and how those needs can be met. How HR planning contributes to petitive advantage By linking HRM practices to anizational goal By helping a firm plan its future recruitment, selection , and training and development practices By helping a firm avoid problems by operating proactively, rather than reactively ＣＨＡＰＴＥＲ ＯＵＴＬＩＮＥ Opening case Linking Human Resource Planning to Competitive Advantage How to conduct HR planning Human resource information system Human Resource Planning ?Demand forecasting ?Supply forecasting ?Outes of the HR planning Human Resource Planning Demand Supply Gap? HR Needs Demand Forecasting Statistical approaches Judgmental methods Statistical Approaches to Demand Forecasting Trend analysis Ratio analysis Regression analysis Trend Analysis Sales 10200 8700 7800 9500 10000 of Emps. 240 200 165 215 ? 1992 1993 1994 1995 1996 Ratio Analysis patients = 100 nurses = 25 patient/nurse ratio = 4/1 If there are 315 patients, how many nurses are needed? Regression Analysis Employees Custom
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