2019 Annual Human Resources Project

Many people often ask whether there is a clear clue to human resource management that can link human resources performance compensation, human resource development and human resource incentives. The answer is yes. The annual human resources plan can effectively combine these aspects.

For example, the annual salary plan for an enterprise to prepare for employees is raised from 4,100 yuan last year to 4,500 yuan, which is to raise the employee's benchmark salary by 5 levels. In order to achieve this planning goal, the employee's year-end comprehensive assessment score must be ≥ 56 points; to score ≥ 56 points, employees must ensure that the monthly performance appraisal must be equal to a or a, b, etc. For example, the score corresponding to a is 5 points, the score corresponding to b is 4 points, and the employee must obtain 12 a or the like, or 11 a and 1 b, 10 a, 2, b, etc. A combination of a and 3 b and the like. Next, companies must consider how they can get employees to get performance evaluations such as a and b. According to the relevant instructions in my book "8+1 Performance Quantification Technology", the requirement for achieving a grade must be ≥110 points per month, and the requirement for b, etc. must be monthly assessment score ≥100. Minute. In order to achieve this goal, employees must complete the monthly assessment indicators; in order to complete the monthly assessment indicators, they must do all the daily work in peacetime; And with quality and quantity, you need to strengthen regular and irregular training.

In this way, through step-by-step target incentives, the various modules of human resource management are connected in series and developed in a benign direction. This is an overall clue to what we usually call human resource management.

First, the company's annual plan

The corporate annual plan is a plan for the company to achieve its intended goals in a certain year, that is, to determine what kind of goals the company will achieve within one year. It takes into account the current development of the company and related economic micro factors.

Many workers who have been engaged in human resources have asked me: Can the company's annual plan be combined with the medium and long-term planning of the company? The answer is yes. With the rapid development of the modern business economy, the internal and external environment in which enterprises are located is undergoing tremendous changes. Because there are many uncertain factors, it is difficult for enterprises to plan for a long period of time, but the annual goals. The plan should still be very clear.

The projects of the company's annual target plan are generally as shown in the following table:
Table 3-1 Enterprise Annual Target Projects

Second, the annual human resources plan

Once the company has developed an annual plan, it can begin to develop an annual human resources plan.

Annual Human Resources Planning Steps

There are generally three steps in developing an annual human resources plan: collecting relevant information, forecasting human resource requirements, forecasting human resource supply, and preparing a human resources plan.

1. Collect relevant information

It mainly collects external and internal information. External information mainly includes: giant economic development trends, development prospects of the industry, dynamics of major competitors, development trends of related science and technology, changes in the labor market, government laws and policies, trends in population development, trends in social development, The evolution of cultural customs and so on. Internal information mainly includes: corporate development plans, changes in corporate know-how, changes in corporate leadership, changes in human resource costs, changes in production lines, changes in sales channels, and changes in financing capabilities.

2. Forecasting human resource demand and supply

According to the collected information, using certain methods, it is possible to correctly predict the demand and supply of human resources in the coming year. If the supply is greater than the demand, it is necessary to consider allocating a part of human resources; if the demand is greater than the supply, it is necessary to consider introducing some human resources. Of course, training employees, changing plans, and adjusting pay are also tools that can be used.

3. Preparing a human resources plan

A complete annual HR plan should include at least the following aspects: the goals achieved by the program, the current situation analysis, future situation forecasts, project considerations, project planners, and the time the project was developed.

In addition, the preparation of the annual human resources plan must be accompanied by an action plan. The action plan is an important aspect of the annual human resources plan. Without this piece, the company's annual human resources plan is incomplete.

The human resources management action plan generally consists of the project name and project details. The project rules mainly include the following contents: project leader, project participants, implementation time, project inspector, inspection time, project budget, etc. There are several items that should have a number of project rules.

Of course, the key to implementing the annual human resources plan is implementation. However, whether a scientific and practical annual human resource plan is in place is a prerequisite for implementation.

Establish annual performance standards for human resources management

The effective establishment of the annual performance standards for human resources is a prerequisite for the scientific formulation of the annual human resources plan. Whether the performance standards are reasonable is the most important part of deciding whether to complete the performance indicators. The annual performance goal of human resources management should be decomposed vertically from the company's strategic objectives, rather than the arbitrary designation of superiors or departmental leaders.

When the enterprise proposes the human resources performance target for the next year, it must clearly define the work of the relevant personnel so that they understand what to do and to what extent; let employees understand the expectations of the human resources management through the step-by-step decomposition. The responsible person should follow the whole process, check the completion of the target and existing problems, review, feedback and adjust the target from time to time, and make a reasonable assessment result; establish a performance file to record the performance of the relevant personnel. , timely feedback performance, continuous adjustments to better achieve performance goals, to ensure that managers' performance evaluation is based on facts rather than subjective judgments, to ensure the fairness of performance evaluation; ultimately linking performance results and incentives .

The annual performance indicators of human resources management generally include: personnel expense rate, per capita cost, per capita output, per capita output value, per capita benefit, recruitment expense rate, per capita training fee, internal turnover rate, and outward turnover rate.
Table 3-2 XX Human Resources Management Performance Standards

◎ Case

A company produced 100 machines for 100 people last year, with sales of 10 million. Among 100 machines, there are 50 machines, 20 machines, 20 machines, and 10 machines. This year, 100 people produced 110 machines. The sales volume is 9.5 million. Among 110 machines, there are 40 a machines, 20 b machines, 20 c machines, 20 e machines, and 10 f machines.

In terms of sales alone, can it prove that the per capita benefits of this year have been lower than last year? No. Because sales have too many external factors. To prove whether the per capita benefit is reduced or improved, we must dig the truth from the most fundamental data that is not affected by the outside world.

As far as the company is concerned, this most fundamental data that is not subject to outside influence is the standard working hours of each device. By calculating the standard working hours, you can prove whether the per capita benefit is reduced or improved.

Budget and control of labor costs

1. Labor cost

As long as there are employees in the enterprise, it will involve the issue of labor costs. In human resource planning, the budget for labor costs is a very important and indispensable part. First, let's take a look at what parts of labor costs are made up, as shown in the following table:

From the above table, we know that labor costs are mainly composed of three parts:
◆ Staff standard income for standard working hours;
◆ companies paying for non-standard working hours;
◆ Development costs.

2. Budget and control of labor costs

The budget and control of labor costs is the knowledge that all people engaged in human resource management should understand and master. Another concept that needs to be mentioned here is the labor cost rate, which is calculated as: labor cost rate = labor cost ÷ sales.

Typically, the labor cost rate decreases as sales increase. That is to say, under the premise of increasing sales, the labor cost rate of the previous stage of the enterprise is generally greater than the labor cost rate of the latter stage. Therefore, if a company's sales can be budgeted, then the labor cost will be more accurate.

◎ Case

If a company's sales this year is 600 million yuan, under normal circumstances, the company's labor cost rate should be 10%. Below, we divide the company's sales next year into two possibilities:
1. If the company's sales next year is 700 million yuan, then the labor cost ratio of 100 million between 600 million yuan and 700 million yuan is greater than 10% or less than 10%? Under normal circumstances, the labor cost rate should be less than 10% in this one hundred million, assuming 9%;
2. If the company's sales next year is 800 million yuan, assuming that 200 million yuan to 800 million yuan in the middle of 200 million yuan, the labor cost of 100 million yuan is 9%, and the labor cost of another 100 million yuan is 8%.

In this case, the overall labor cost formula for the budget is: ∑ = annual labor cost

The Human Resources Department often collects various information from November of this year, and screens out the variables to prepare for the next year's human resources planning. At this time, if the human resources department wants to know the sum of labor costs in December of this year, the following calculation method can be used: sales in a month × labor cost rate = total wages in the current month

During the consultation process, we often asked the leaders of the company: "How to calculate the year-end award?" Here, we introduce a simple and practical method: If the enterprise's labor cost rate is 10% this year, then you can press 8% to calculate annual labor costs, the remaining 2%