Rh Company's Human Resources Strategic Planning

Following the deepending of China's reform and opening-up, China's private enterprises have grew into a strong economic component which exerts an irreplaceable effect on promoting economic system reform, perfecting China's market economy and maintaining social stability. Meanwhile, with their escalated scale and productivity, private enterprises have contributed 61% of total GDP. However, in today's knowledge-based economy, brain-drain has become the biggest obstacle in their way of a sustainable and healthy development. Therefore, the study of private enterprises'human resource management(HRM) is of great importance to the healthy development of both private enterprises and the whole nation's economy.As the foundation of an enterprise's HRM, scientific human resource strategic planning (HRSP) is crucial to the enterprise's future development and realization of strategic objectives. This paper chose HRSP as its field of study and RH company as its object of study. By the study of the current state of HRM in RH company, we managed to find out the reasons that restrict the development of HRM in private enterprises. Based on that, possible ways to solve the problem and advices to improve the situation are provided in the article.At the beginning of this paper, we defined China's private enterprises and explained the term of HRM and HRSP. Then we gave a brief introduction of basic information about RH company and the enterprise's strategic choice. We analyzed the enterprise's human resource environment by SWOT and designed a specific questionnaire according to the results. After examining the reliability and validity of the questionnaire by SPSS, we formulated an HRSP for RH company.Our study shows that a majority of private enterprise owners have realized the importance of HRM to the survival and development of their enterprises. Unfortunately, due to their superficial understanding of HRM and inherent characteristics in the enterprises'long-term development, the conventional methods of HRM still take the dominant position in private enterprises, which results in unprofessional staffing and mere formality in the set-ups of management department. Only by adopting an HRSP which comprises scientific prediction in demand and supply of human resource, objective and fair performance appraisal system, and resonable salary system and staff training system, can private enterprises enjoy a faster, better, steadier development in face of new history opportunity.