Research On Human Resource Planning Of County S Telecom Company

Today’s market competition is actually the talent competition. The competitive power of the organization largely lies in the development and management of human resources. Whoever creats the most outstanding team will have a better chance of gaining the competitive advantage.After experiencing several reforms and restructuring of industry, China Telecom has converted, since the start of1998, from a traditional fix-line operator to an integrated information service trader, which includes the fixed telephone, mobile communication and broadband communication services. How to strengthen the exploitation of human resources and improve the level of human resource management has become the top problem that China Telecom has to solve.But the present enterprise organizational structure is still in the typical strip shape. There are at least4levels from the provincial telecom company, a centralized administration, to the telecom halls, where the final revenue come from. As an operation and profit unit, the county-level telecom company has become the fund resource to support the normal operation of the huge enterprise. Its operating status and development influence the development of China Telecom. The county-level telecom companies have played an increasingly important role in the whole enterprise, becoming the key factors that affect the competitiveness of China Telecom enterprises. Therefore, improving the human resources management of county-level company and building the core competitiveness of China Telecom have become today’s main task of its enterprise development. Take C Province as an example, there are a total of126county-level companies.With the income of16,122,500yuan in2012, which ranks69in the province, the telecom company in county S is highly representative all over C Province. According to the telecom company business development strategy of county S, this paper makes a deep investigation of the internal and external environment of the enterprises. Besides, this paper also makes a deep analysis of the human resources planning of county S based on some human resource theory, tools and methods. Based on the investigation and analysis of the external competition environment and the present human resource situation, this paper forecasts the human resource supply and demand situation of county S in the next three years. It has adopted the trend extrapolation method, regression analysis method, ratio analysis method, Markov model method etc. Furthermore, it formulates the overall human resources strategic planning and three sub-plans ie. personnel mobility, occupation career planning, training and development according to the business strategy and human resource strategy of county S.