| With the increasing attention on energy issue worldwide, energy saving and emission reduction has become one of the basic national policies. Construction sector is a focus field. Conducting architectural energy saving is an essential requirement for building a resource conservation society and promoting national strategy of sustainable development. Since the "Eleventh Five-Year Plan", Central Government and State Council have attached high importance on architectural energy saving, so it is now facing a rare opportunity for strategic development and the market potential in this filed is also substantial. Under such circumstances, Shandong Construction Science & Technology Center (hereinafter "Center") decided to utilize advantageous resources and establish a system of technical innovation and services in the coming five years, which can respond sufficiently to energy saving requirements set for new era. The purpose of it is to become a leading provider for architectural energy saving integration and services in the eastern China so as to be famous nationwide.After a new development strategy was set up, the first issue encountered by the Center is a "talent bottleneck". How to find a better way to attract talented people, retain talented people and make good use of talented people in the competitive world is a key and urgent problem that the Center has to solve. Human resources management has become a strategic task for enterprises in today's period of knowledge economy. As fundamental work of strategic human resources management, human resources strategy planning has attracted more attention and recognition. Therefore, by designing and implementing human resources strategy planning consistent with the development strategy of the Center, hereby carrying out effective personnel management, the human resources can be ensured to meet competition requirements, and the enterprise can find an invincible position in the heated market competition.With combination of operational practices and questionnaires on human resources management, and in accordance with relevant theories of strategic human resources management, this article analyzed in details the sector development environment to be faced by human resources management of the Center and the development strategy to be taken, evaluated impartially the human resources status of the Center and examine thoroughly those problems existing in human resources management of the Center. Based on these, a design procedure of human resources planning is proposed, which is composed of three phases, i.e. job analysis, forecast on human resources supply and demand, as well as preparation of human resources planning. This procedure is developed with the basis of investigation and analysis result on human resources and by using related human resources management tools, so it has a strong operationality. It will be applied to human resources planning of the Center for justification and modification by practices.Except analysis on staffing status of the Center in the past five years, this article also forecasted the supply and demand of management staff, research and development staff, marketing staff and administrative staff in the coming five years. Based on the comparison between supply and demand, a human resources strategy planning for the period of 2008 - 2012 was prepared for the Center, in which a master plan target was addressed, together with other plans on recruitment, staffing arrangement, promotion, training development and remuneration stimulus. Relevant safeguard measures were also prepared to ensure that the Center can improve its responsiveness to human resources demand according to any change in the external market environment, so as to achieve optimal management of human resources configuration, and promote healthy development of the Center. |
PDF Full Text Request