当前，越来越多的企业领导者们认识到了人力资源对于企业发展的重要性。 时代在变，企业经营的内外部环境也在变化，在不断变化的环境下，企业也要探 索新的人力资源的管理模式。企业的各项人力资源工作都是在人力资源规划的指 导下开展的，人力资源规划作为企业战略的主要组成部分，在实现组织战略目标 中发挥着重大作用。 AD公司是一家较大型物流和制造业整合企业，主营业务涉及物流、制造、 销售等多个领域。公司近年上市，加快了发展步伐，但人力资源管理工作仍然停 留在传统人事管理层面，这对公司快速发展造成不利影响。AD公司制定了宏伟 的五年经营战略规划，相比之下，公司尚未制定科学系统的人力资源管理规划。 为了解决AD公司的人力资源管理与经营战略不匹配、不协调的问题，人力资源 规划的制定势在必行。 本文以AD公司为例，在对AD公司进行充分调研和资料收集的基础上，运 用人力资源管理相关理论，结合作者自身多年来的实际工作经验，展开了对AD 公司基于战略的人力资源规划的研究。文中首先分析了AD公司的人力资源管理 现状，发掘了当前人力资源工作存在的问题和不足；然后运用SWOT、PEST等 战略环境分析工具对AD公司的内外部环境做了全面分析，明确了在公司内外部 环境下显现出来的优势和机会，劣势和威胁；再运用SPSS分析等方法对AD公 司未来五年的人力资源需求和供给做了预测，使公司预知未来发展对人力资源大 致的需求和供给数量；最后依据前文的各种分析以及公司发展战略制定了本人力 资源规划并提出了规划实施的保障措施。此规划为AD公司未来五年的发展提供 了人力资源工作的指导思想，也为同行业或其它企业加强人力资源管理，制定人 力资源规划提供了方向和思路上的参考，具有管理的实用价值。 关键词：人力资源规划，战略规划，薪酬，绩效 II ABSTRACT At present, more and more business leaders realize the importance of human resources for the development of enterprises. The times are changing, the internal and external environment of enterprise management is also changing, in the constantly changing environment, enterprises should also explore a new management mode of human resources. The human resources work of the enterprise is carried out under the guidance of the human resources planning, which is the main component of the enterprise strategy. Ad is a large logistics and manufacturing integration enterprise, whose main business involves procurement, sales, logistics and warehousing. In recent years, the company has been listed on the market, and the pace of development has been quickened. However, human resources management still remains at the level of traditional personnel management. This has adversely affected the rapid development of the company. Ad has drawn up a grand five-year strategic plan for its operation. The company has not yet drawn up a scientific system of human resources management planning. In order to solve the problem that the human resource management and the management strategy of ad company are not matched and coordinated, it is imperative to make the human resource planning. Taking ad company as an example, based on the research and data collection of ad company, this paper applies the theory of human resource management, and combines the author's practical work experience over the years. The research on ad company's human resource planning based on strategy is carried out. This paper first analyzes the current situation of human resource management in ad company, explores the existing problems and shortcomings in human resources work, and then makes a comprehensive analysis of the internal and external environment of ad company by using strategic environment analysis tools such as swotpest. The advantages and opportunities, weaknesses and threats in the internal and external environment of the company are defined, and the demand and supply of human resources for ad Company in the next five years are forecasted by spss analysis. Finally, according to the previous analysis and the development strategy of the company, the author makes the human resource planning and puts forward the III guarantee measures of the plan implementation. This plan provides the guiding ideology of human resource work for the development of ad company in the next five years, and also provides a reference for the same industry or other enterprises to strengthen the human resource management and to formulate the human resource plan. It has practical value of management. KEY WORDS：Human resources planning, Strategic planning, Compensation, Performance IV 目 录 第1章 绪论 ................................................................................................................. 1 1.1 论文研究的背景和意义 ................................................................................ 1 1.1.1 论文的研究背景 ................................................................................. 1 1.1.2 论文的研究意义 ................................................................................. 1 1.2 论文的研究内容和方法 ................................................................................ 2 1.2.1 论文的内容概括 ................................................................................. 2 1.2.2 技术路线图解 ..................................................................................... 3 1.2.3 技术措施和办法 ................................................................................. 3 第2章 人力资源规划理论基础 ................................................................................. 5 2.1 人力资源管理发展历史概述 ........................................................................ 5 2.2 人力资源规划的定义 .................................................................................... 8 2.3 人力资源规划的作用 .................................................................................... 8 2.4 人力资源规划环境分析 ................................................................................ 9 2.5 人力资源规划的方法 .................................................................................... 9 2.5.1 人力资源规划的流程 ......................................................................... 9 2.5.2 组织人员需求预测 ........................................................................... 10 2.5.3 组织人员供给预测 ........................................................................... 10 2.5.4 人力资源供给和需求的平衡 ........................................................... 11 第3章 AD公司概况及人力资源现状分析............................................................. 13 3.1 公司简介及发展概况 .................................................................................. 13 3.1.1 公司简介 ........................................................................................... 13 3.1.2 企业发展理念 ................................................................................... 13 3.1.3 公司的组织架构 ............................................................................... 14 3.1.4 公司的业务发展战略目标 ............................................................... 14 3.2 公司人力资源现状分析 .............................................................................. 16 3.2.1 总量结构分析 ................................................................................... 16 3.2.2 年龄结构分析 ................................................................................... 16 3.2.3 文化结构分析 ................................................................................... 17 3.2.4 职务层级结构分析 ........................................................................... 18 3.2.5 离职率分析 ....................................................................................... 18 V 3.2.6 员工薪酬满意度状况 ........................................................................ 19 3.3 AD公司人力资源环境分析 ......................................................................... 20 3.3.1 人力资源PEST分析 ........................................................................ 20 3.3.2 人力资源SWOT分析 ...................................................................... 22 3.4 人力资源管理存在的主要问题 ................................................................... 23 第4章 AD公司的人力资源规划制定 ............................................