Study On Human Resource Planning For TB Electric Power Company

In the "12th five-year plan" period, State Grid Corporation of China (SGCC) raised further accelerating the two transformations of mode of network development and corporate perations to fullfill the strategic objectives of the modernized corporation of the "domestic first-class, international standard".As the TB electric power corporation conformed in the round with SGCC, the company has realized the transition from existing government management mode to enterprise mode. In the situation of the bad natural environment, strong traditional values, small network construction, weakness capacity and the fast speed, the first problem to be solved to the company must be adapt to the company’s own development and SGCC’s management requirements, and enable human resources not only to meet the current needs of work safety, but also support the company’s future development strategy. Therefore, a forward-looking study on forecasting and planning to the staff and HR management system in the "12th five-year plan" period has been a strong practical and also the primary work of the company.This article is based on the theory of human resource planning, through field research, conducted in-depth systematic analysis of the current status of the company’s human resources management. According to the company’s development objectives and the principles of human resources planning, using a variety of qualitative and quantitative research methods, such as the Delphi and force method, this article has forecast the supply and demand on the staff of the company for the next five years, especially give the suggestion of allocation plans for the key telents. Also, from both strengthening the construction of HR management system and enhance the function of HR management, this article proposed the systematical planning of the mechanisms including recruitment and allocation, training and development, remuneration and performance management and specific implementation arrangements.The research of this article indicates the direction of the company’s HR managment over the next five years. It has a realistic guiding significance to improve the level of HR management, to construct the company’s key talents team, to meet the development requirements and to achieve the company’s objectives.