Human Resource Panning Of S Electric Power Design Insititute

With the advent of the information era and the progress of worldwide economicintegration, human resources (HR) gradually become the most fundamental and crucialresources, as well as the key factor for enterprises to achieve their strategic objectives.Human Resources Management (HRM) cannot stay on the level of filling staffvacancies passively, but provide personnel support to achieve corporate strategyactively. Therefore, scientific Human Resources Planning (HRP) plays a significant rolein electric power design enterprises, and also makes a higher demand on the HRM.As the reformation of electric power industry system deepens, the degree ofmarketization of the industry increases, and electric power design enterprises arestanding in the domestic and international markets which are highly competitive. Howto broaden and stabilize the market with high quality service determines the survivaland development of these enterprises. As a wholly-owned subsidiary of China PowerEngineering Consulting Group Corporation, S Electric Power Design Institute (SInstitute for short) establishes a strategic goal of "Becoming an engineering corporationwith abundant engineering strength and international competitiveness". S Instituterequires its HR Department to make a comprehensive HRP system, which shall providesufficient human resource supply to help the company achieve its strategic objectives,and assure that various HR indicators can meet the requirement of the development ofcorporate strategy. The key is to introduce and allocate the resource properly, activatethe competence of current employees through training and incentives, and deploy themto the right positions, so that the corporation can maintain its vitality and strengthen itskey competitiveness.The thesis firstly retrospects and elaborates the emergence and development ofHRP theories, and makes an analysis of the importance and its process of HRP. Thenthe thesis diagnoses the problems of HRM of S Institute based on its current HR data inthe past four years, and forecasts the HR supply and demand of the next three years inevaluating the external environment and internal strategies of the corporation. Finally,the thesis puts forward series of targeted proposals for S Institute to assure its HR in the future can meet the corporation requirement, i.e. establishing a staffing managementsystem, standardizing the recruiting system, developing a HR training system,promoting a Compensation and Benefits(C&B) system, and exploring a multi-channeltalent mechanism.