Human resource strategic planning consulting

Human Resource Planning (HRP), also commonly referred to as human resource planning, involves the scientific planning and design of human resources acquisition, allocation, utilization, and protection, based on the analysis and estimation of the future demand and supply of human resources for the implementation of the enterprise's development strategy and the achievement of its production and operation goals, in accordance with changes in the internal and external environment and conditions of the enterprise. It involves formulating a balanced plan for the supply and demand of human resources as well as development or safeguard plans for various related functions of human resources, to ensure that the organization can obtain various necessary human resources at the required time and in the required positions, and to ensure that the right person is in the right position and that everyone can fully utilize their talents, thereby achieving reasonable allocation of human resources and other resources, and effectively motivating, developing, and managing employees.

Services of ShangShuce

(1) Talent demand planning

(2) Talent planning for key positions

(3) Human resource management planning

Detailed breakdown:

1. Interpret strategies, delve into the industry, analyze the environment, grasp the current situation, and thoroughly assess and organize the foundation of human resources;

2. Provide scientific, standardized, and systematic human resource planning solutions, and under the guidance of these solutions, clarify objectives, design work, and facilitate the achievement of desired outcomes;

3. Properly utilize the human resource planning tools and methods provided by Shangshuce, and offer effective operational support for clients' human resource planning efforts, ensuring that human resource planning has clear guidelines to follow and achieves twice the results with half the effort;

4. Provide comprehensive data analysis and in-depth data mining, establish a more user-friendly, open, and comprehensive communication mechanism, and ensure that the planning is as accurate, realistic, and consensual as possible.

5. Provide constructive management suggestions for talent reserve, utilization, motivation, and cultivation, ensuring the planning, safety, and effectiveness of talent utilization.

6. Through human resource planning, we aim to reflect the role of human resources as strategic partners in enterprise development, maximize the potential of human resources, and enhance the capabilities of the human resource team as well as the professionalism of human resource management.

Problems solved for enterprises

(1) Lack of clear planning and specific goals. Human resource planning is an important component of corporate strategic planning and serves as the foundation and basis for various management tasks within the enterprise. Some companies have clear strategic development plans, but lack professional functional planning for human resources; or some companies have strategic development plans, but they are unclear or disconnected from business development, which can lead to inaccurate direction and positioning of human resource planning, as well as unreasonable planning; or some companies even lack strategic development plans, making human resource planning impossible to discuss.

(2) Human resource planning cannot be quickly adjusted in response to changes in the environment. As the market evolves, enterprises are responding to market changes at an increasingly rapid pace. Their strategic development undergoes rolling adjustments in line with market shifts. However, human resource planning often fails to keep pace with these changes, rendering previously formulated plans irrelevant, difficult to implement, and unenforceable. Consequently, the talents needed by the enterprise, especially core talents, cannot be promptly identified, planned ahead of time, and securely supplied, posing potential risks to the realization of future strategies.

(3) Lack of communication and collaboration in human resource planning. Human resource planning needs to be closely integrated with strategy from the very beginning of planning. It should start from the overall corporate strategy, involve extensive communication and collaboration, conduct in-depth analysis of relevant data and information, conduct thorough discussions and exchanges, sort out the human resource status of the enterprise and its various departments, and then formulate an operable plan. However, in reality, many human resource departments in enterprises are accustomed to hastily formulating such plans based solely on past data and history, resulting in plans that lack justification and are difficult to implement.

(4) There is a lack of specialized talents in human resource management, and there are no clear guidelines to follow when formulating human resource planning. ① Human resource management personnel have insufficient knowledge reserves and professional skills in the field of human resource management; ② They lack the necessary technical methods for human resource planning and rely on so-called experience or intuition; ③ They lack profound experience accumulation, sufficient time investment, and personnel allocation in human resource planning, making it difficult to complete this specialized task within a certain time frame.