Personnel planning at the enterprise.

Personnel service in any enterprise performs a lot of functions. One of them is the development of plans for the acquisition of all personnel only in accordance with the program for the further development of the company.

Personnel planning in any enterprise is nothing more than purposeful activity, which is aimed at providing jobs at the right time and in the right amount solely in accordance with the inclinations and abilities of employees, as well as the requirements of the organization.

Effective staff planning allows filling vacant positions, assessing the career opportunities of various specialists within a particular company and, as a result, reduce staff turnover.

Personnel planning answers many questions. How many workers are needed, what level of skills, how to attract the right personnel and reduce unnecessary, how exactly workers can be used, based on their abilities and so on.

Personnel planning in any enterprise is carried out in stages. The first step is to assess the available resources. This means that you need to constantly determine the number of employees who are engaged in performing each operation necessary to implement a specific goal. In addition, it is necessary to identify the professional skills of employees and indicate the number of employees who have them.

The second stage of HR planning is the assessment of future needs. This refers to the forecasting of a specific number of personnel, which is necessary to realize not only short-term and medium-term, but also long-term goals. At the same time, it is necessary to take into account some factors, for example, the state of the national and regional economy, the retirement of employees, the state of all financial resources of the firm, and so on. For effective forecasting, the methods of expert assessments, mathematical statistics and others are widely used.

The third stage, which includes personnel planning, is the development of a concrete program of actions in order to meet future needs. It is necessary to build a schedule and draw up a list of activities to attract, as well as hiring personnel, to effectively train and promote employees.

If the personnel planning is not serious or bad, then the company may face quite a lot of problems. It should be remembered that it is used by any organization, regardless of whether it is clearly happening or not.

Personnel policy of the enterprise is formed with the help of the system of norms and rules, which is the basis of all staffing activities. This system should bring the human resource in strict accordance with the company's strategy.

For the new organizations, the formation of an exceptionally open personnel policy is now typical. They conduct an aggressive policy regarding the conquest of the market and are focused on rapid growth and a fairly rapid entry to the forefront of a particular industry. For potential employees, the planning of such an organization is transparent at any level. For such a company, the experience of a specialist in other enterprises is not important.

Enterprises that conduct closed personnel policies are focused on creating a certain corporate atmosphere. In such companies, staff are included exclusively from the lowest official level. At the same time, replacement in other positions occurs only from the number of those employees who already work here.

Personnel planning is an element of the personnel management system. And its basis is a special management mechanism, which includes the basic principles of personnel management , methods, functions and so on.