Human Resources Strategic Planning Of County C Post Office

Against a background of globalization, membership in the WTO exerts great influence on the development of Chinese economy and society. For China Post, that also means chance and challenge co-existing.In order to answer increasingly fierce competition, China Post Group was established on November 11, 2006, which marking that China Post realizes genuinely enterprise management. Talent Competition is the most important thing in the 21^st century, so enterprises which have most excellent team will final victory. Enterprise competitive power is finally determined by exploration and management of human resources.After the separation of Post and Telecom in 1998, most of high quality talented person have flowed to Telecom. A large number of person with low cultural quality are getting to hamper the development of China Post. In addition, human resources management of prefectural postis only on low level and should be named personnel management, which falls far behind to modernized human resources management. So promoting integral quality of employees in prefectural posts, strengthening their human resources management and competitive power, have been becoming an important task to accelerate development of China Post. According to enterprise development strategy of China Post, planning human resources management of prefectural posts has been becoming an urgent affair.This article theoretically interprets definition, contents, establishment flows, significance and relationship with enterprise executive strategy etc, then uses County C as an example and analyzes the out competitive environments and inner human resources status of County C, does benefit from modern theories and methods of human resources strategic planning, develops the chief rule of human resources strategy and three sub rules, which are employees flows, occupational careers and training and development.Furthermore explores methods and flows which fit prefectural posts'status and can provide competitive advances for them, and can be referred by prefectural posts to change modes of human resources management, consummate human resources management system, satisfy demands of enterprise execution and development to human resources. Comparing that prefectural posts only use experience prediction method in the supply and demand forecasting of human resources, this article tries quantitative methods, for example trend extrapolation prediction, regression analysis, percentage analysis and Markov model etc.