I 摘要 建筑企业的发展关系到建筑行业，甚至关系到了国计民生，而建筑企业的发 展壮大与合适的人力资源规划密不可分。M集团作为大型民营筑企 业，正处于转 型升级，结构调整阶段，而当前M集团的人力资源数量与质量均对M集团业务拓 展十分不利。 本文对M集团转型升级的人力资源供求进行分析和预测，并提出相关管 理建 议。论文首先阐述了人力资源管理和规划的相关概念、种类、内容等，论述了人 力资源规划的供给预测、需求预测以及供求平衡；其次，论文围绕M集团转型升 级与人力资 源现状分析，介绍M集团的业务范围和经营现状，并对转型升级的战 略进行分析；并从中提出目前M集团人力资源及规划存在的问题；然后，论文对 M集团转型升级的人力资源规划 提出改进，先对M集团人力资源进行SWOT分析， 提出人力资源规划战略与目标，进而运用供求预测方法对其进行供求平衡预测及 在该均衡下的规划；最后提出M集团转型升级的人 力资源规划配套措施和实施建 议, 以保障人力资源规划的可行性，为M集团转型升级的系统人力资源管理工作， 以及实现集团的可持续发展提供依据。 关键字：人力资源规划； 建筑业；供求预测 ABSTRACT II ABSTRACT The development of construction enterprises is related to the construction industry, and even to the national economy and people's livelihood. The transformation and upgrading of enterprises are inseparable from the appropriate human resource management and planning. M group, as a large-size private firm, is facing transformation and reform. However, the quality and quantity of human resource at present is bad for business development of M group. This thesis analyzes and predicts the supply and demand of human resources in the transformation and upgrading of M Group, and proposes relevant management suggestions. Firstly, this thesis expounds the relevant theories of human resource planning, such as definition, types, and contents. Then, it analyzes the human resources status and planning problems of the M Group's transformation and upgrading，including the status quo of M Group and its human resources, also the imbalance of supply and demand of human resources of M Group, and the need to improve the planning of the M Group. Moreover, the thesis analyzes the balance of supply and demand of the human resources planning of M Group's transformation and upgrading. Specifically, SWOT analysis is carried out on the human resources of M Group, and the human resources planning strategy and objectives are put forward. Then the supply and demand forecasting method are used to forecast the supply and demand balance and the planning under the equilibrium. Finally, the thesis proposes some supports and suggestions of human resources planning. It provides the basic and important way for M group to carry out human resource management, supports the transformation and upgrading of M Group and pushes the sustainable development. Key Word: Human resource planning, Construction industry；Supply and demand forecast 目录 III 目 录 第一章 绪论 .................................................................................................................... 1 1.1 研究背景与意义 ............................................................................................... 1 1.1.1 研究背景 ................................................................................................ 1 1.1.2 研究意义 ................................................................................................ 3 1.2 研究方法 ........................................................................................................... 3 1.3 研究内容 ........................................................................................................... 4 第二章 相关理论概述 .................................................................................................. 6 2.1 人力资源规划的内涵 ....................................................................................... 6 2.2 人力资源规划种类和内容 ............................................................................... 6 2.2.1 人力资源规划的种类 ............................................................................ 6 2.2.2 人力资源规划的内容 ............................................................................ 7 2.3 人力资源规划的流程和原则 ........................................................................... 8 2.3.1 人力资源规划的流程 ............................................................................ 8 2.3.2 人力资源规划的原则 ............................................................................ 9 2.4 人力资源规划的预测方法 ............................................................................... 9 2.4.1 人力资源供给预测方法 ........................................................................ 9 2.4.2 人力资源需求预测方法 ...................................................................... 12 2.5 人力资源规划目标——人力资源供求平衡 ................................................. 13 第三章 M集团的人力资源现状与规划问题 ............................................................ 14 3.1 M集团概述 ...................................................................................................... 14 3.1.1 M集团的简介 ....................................................................................... 14 3.1.2 M集团的业务范围 ............................................................................... 14 3.1.3 M集团的经营状况 ............................................................................... 15 3.2 M集团的转型升级 .......................................................................................... 16 3.2.1 建筑行业的转型升级 .......................................................................... 16 3.2.2 M集团的业务转型升级 ....................................................................... 17 3.3 M集团的人力资源现状分析 .......................................................................... 18 3.3.1 M集团的人员职级及职称结构分析 ................................................... 18 3.3.2 M集团的人员年龄结构分析 ............................................................... 20 3.4 M 集团的人力资源规划问题 .......................................................................... 20 目录 IV 3.4.1 人力资源总体规划不足——人力资源供求不平衡 .......................... 20 3.4.2 人力资源专项规划有待加强 .............................................................. 21 第四章 M集团转型升级的人力资源 规划改进 ........................................................ 24 4.1 M集团转型升级的战略规划 .......................................................................... 24 4.1.1总体战略目标规划 ............................................................................... 24 4.1.2总体战略步骤规划 ............................................................................... 24 4.1.3人力资源的战略规划 ........................................................................... 25 4.2 M集团转型升级的人力资源总体规划改进 .................................................. 26 4.2.1 M集团转型升级的人力资源需求规划 ............................................... 26 4.2.2 M集团转 型升级的人力资源供给预测 ............................................... 28 4.2.3 M集团转型升级的人力资源供求平衡预测 ....................................... 30 4.3 M集团转型升级的人力资源专项规划改进 .................................................. 31 4.3.1 引进规划 .............................................................................................. 31 4.3.2 培训规划 .............................................................................................. 32 4.3.3 职业发展规划 ...................................................................................... 34 4.4.4 薪酬规划 .............................................................................................. 35 第五章 M集团转型升级的人力资源规划配套措施 .................................................. 37 5.1 完善人力资源管理体系 .......................................