Paper代寫參考范文：The six steps of HR planning
Paper代寫參考范文-人力資源規劃的六個步驟。本文是一篇留學生paper寫作范文，主要內容是講述人力資源規劃，人力資源規劃的一個關鍵目標是在正確的時間以正確的成本讓數量合適的、具有正確技能、經驗和能力的人員從事正確的工作。下面就一起來看一下這篇留學生paper代寫范例。
HUMAN RESOURSES PLANNING 人力資源規劃
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:
有很多方法可以定義人力資源規劃，或解釋它是什么，但以下定義取自加拿大政府人力資源網站，是一個很好、有用的工作定義：
“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.”
“嚴格的人力資源規劃將人員管理與組織的使命、愿景、目標和目的以及戰略計劃和預算資源聯系起來。人力資源規劃的一個關鍵目標是在正確的時間以正確的成本讓數量合適的、具有正確技能、經驗和能力的人員從事正確的工作。”
Introduction 介紹
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.
計劃對我們的日常活動非常重要。不同的作者已經給出了幾個定義——什么是計劃，以及它對實現我們的目標的重要性。令人驚訝的是，在大多數組織的人力資源中，人力資源的這一重要部分大多被忽視，因為高層不知道人力資源規劃的價值。不為未來做計劃的組織在未來的競爭中生存的機會更少。本文將討論人力資源規劃的重要性；人力資源規劃的六個步驟是：預測；庫存、審計、人力資源計劃；計劃的實施；監控。
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.
當我們準備規劃方案時，從業者應記住，他們的員工有他們需要實現的目標。這就是員工求職的原因。忽視這些需求會導致動力不足，從而導致不必要的績效不佳，甚至導致勞工行動。
Importance of Planning 規劃的重要性
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.
計劃并不像人們想象的那么容易，因為它需要共同努力，才能制定出一個讓你的工作輕松的計劃。開始是復雜的，但一旦你開始和完成它，你就會微笑，因為一切進展順利。
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.
規劃是一個必須從某個地方開始并為某個目的完成的過程。它包括收集信息，使管理人員和主管能夠做出正確的決策。所獲得的信息也被用來為實現本組織的目標采取更好的行動。在決定人力資源規劃計劃時，你必須考慮許多因素。
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:
人力資源規劃包括收集信息、制定目標和做出決策，以使組織實現其目標。令人驚訝的是，人力資源的這一方面是人力資源領域最被忽視的方面之一。當人力資源規劃在人力資源管理領域得到適當應用時，它將有助于解決以下問題：
1. How many staff does the Organization have?
1.本組織有多少工作人員？
2. What type of employees as far as skills and abilities does the Company have?
2.就技能和能力而言，公司擁有什么類型的員工？
3. How should the Organization best utilize the available resources?
3.本組織應如何最好地利用現有資源？
4. How can the Company keep its employees?
4.公司如何留住員工？
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.
人力資源規劃使組織在我們所處的21世紀取得進展和成功。編制人力資源規劃方案的人力資源從業人員將協助本組織從戰略上管理其工作人員。該計劃有助于指導人力資源部門的行動。
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.
該方案不僅有助于本組織，而且還將促進雇員的職業規劃，并幫助他們實現目標。這增強了動力，本組織將成為一個良好的工作場所。人力資源規劃是管理信息系統的重要組成部分。
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.
人力資源部肩負著一項艱巨的任務：跟上所有變化的步伐，確保在正確的時間為本組織提供合適的人員。正是勞動力構成的變化迫使管理者關注人力資源規劃。勞動力構成的變化不僅影響員工的任命，還影響員工的選拔、培訓、薪酬和激勵方法。當組織合并、工廠搬遷和活動因財務問題而縮減時，這一點變得非常關鍵。
Steps in HR Planning 人力資源規劃步驟
Forecasting 預測
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.
人力資源規劃要求我們收集有關組織目標的數據。人們應該了解本組織想要走向何方，以及它想要如何達到這一點。員工的需求源于本組織的企業目標。他們堅決反對短期和中期目標，并將其轉化為行動預算（例如，到2006年1月在新德里建立一個新的分支機構，并為其配備一名分支機構經理（6000美元，秘書1550美元，兩名文職人員每月800美元。因此，人力資源計劃應具有一種機制，將計劃的公司戰略表達為計劃的結果和預算，以便將其轉換為所需的人數和技能。
Inventory 庫存
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.
在了解本組織需要什么人力資源后，下一步是對本組織現有員工進行評估。人力資源清單不僅應涉及有關人數、年齡和地點的數據，還應涉及對個人和技能的分析。技能清單提供了關于公司提供的專業和技術技能以及其他資格的有效信息。它揭示了與預測的人力資源需求相比，哪些技能是即時可用的。
Audit 審計
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.
我們不是生活在一個靜止的世界里，我們的人力資源可以發生巨大的變化。人力資源盤點需要收集數據，人力資源審計需要對這些數據進行系統的檢查和分析。審計從勞動力移交、年齡和性別分組、培訓費用和缺勤等方面審視了過去和現在發生的情況。基于這些信息，人們就可以預測未來人力資源在組織中會發生什么。
HR resource plan 人力資源計劃
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.
這里我們來看看職業規劃和人力資源計劃。人是任何組織中最重要的資產。本組織可以自由地以最適合其個人能力的方式全速發展其工作人員。主要原因是，本組織的目標應盡可能接近或匹配，以便為其員工的發展潛力提供最佳的空間。因此，職業規劃也可以稱為人力資源規劃或繼任規劃。
Actioning of Plan 計劃的實施
There are three fundamentals necessary for this first step.
第一步需要三個基本要素。
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） 規劃必須得到最高管理層的認可和支持。
3) There must be knowledge of the available resources (i.e.) financial, physical and human (Management and technical).
3） 必須了解可用資源（即財務、物質和人力資源（管理和技術））。
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.
一旦實施，人力資源計劃將成為公司計劃。這些計劃已經制定并得到了最高管理層的同意，成為公司長期計劃的一部分。由于成本或缺乏知識而未能實現人力資源計劃，可能會嚴重制約長期計劃。以下是人力資源計劃與公司計劃的鏈接說明。
Monitoring and Control 監控
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.
這是組織人力資源規劃的最后階段。一旦方案被接受并開始執行，就必須對其進行控制。人力資源部必須跟進可用資源方面的情況。我們的想法是確保我們利用所有可用的人才，這些人才的失敗讓我們繼續努力達到頂峰。
CONCLUSION 結論
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.
讓我們大家檢查一下我們在哪里工作，看看是否真的有人力資源計劃。如果它不可用，讓我們嘗試開發一個，你會看到你將如何有所作為。誠然，人力資源計劃是人力資源管理的基礎。如果我們不知道如何開發它，那么我們就不會為我們的組織提供服務，管理層也不會感受到我們的影響。
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