Selection Preference Of Human Resource Planning Measures In Enterprises And Its Effects On Employment

Enterprise human resource planning（HRP） is the core functions of the enterprisehuman resource management. Enterprises adjust their internal balance between supply anddemand of human resources through HRP, which directly affect the specific employingbehaviors. There are some differences in HRP on different types of enterprises, such asenterprise economic types, scales, cultural types, and organizational structure types, whichhave an effect on the selection preference of HRP. Nowadays, coupled with the influence ofthe financial crisis, the employment problem still exists, and will be even more severe. As acarrier of realizing the employment, enterprises are very important factor to affectemployment. So different HRP measures will impact on employment in a certain extent.This paper studies the selection preference of HRP from the micro perspective of enterprise,which adding the four-dimension of impact on HRP selection preference. Ultimately, thispaper put forward proposal to alleviate the current employment status quo of social laboroversupply and relive the employment pressure through combining HRP policy guidanceand the selection preference.This study adopts the method of combining theoretical research and empirical researchto analyze. Firstly, it collects the existing research about enterprise HRP through consultinga large amount of academic literatures. At the same time, combing the development vein ofthe existing literature systematically and summarizing the existing research results andfinding a breakthrough. Then return to the topic and sort out the theoretical basis of theresearch questiones, combining with literature review and proposing research hypothesis. Indata collection, according to the key issues, it designs questionnaire and collects therelevant data. This paper uses statistical software SPSS18.0for data collection and analysis.Using multiple response analysis and multiple correspondence analysis to analyze thecorporate HRP selection preference，and using the basic statistical tool to analyze thefrequency of the affect on HRP to employment. Finally, we test the research hypothesis andcome to the research conclusion.Based on the two states of enterprise employees’ demand and supply, this paper drawnconclusions as follows:(1) Different type enterprises had different preferences in selectionof HRP measures;(2) When there was short of staff in enterprises, there was nocorrespondence between the economic types and HRP measures selection preference. Thescales of the enterprise, cultural types and organizational structure types and HRP measuresselection preference were coincide;(3) When employees in short supply in enterprises,there was a corresponding relationship between the economic types, the sizes, the culturaltypes, the organizational structure types and HRP measures selection preference ofenterprise;(4) HPR measures affected the employment situation in varying degrees. When there was short of staff in enterprises, re-training, position transfer, job redesigning,improving technology, advanced production, arousing existing staff’ enthusiasm, businessoutsourcing, and dispatching would reduce the pressure on employment; hiring temporaryworkers, external recruitment would promote employment abviously; working longer time,increasing the workload would increase the pressure on employment, and there was adispute about if the introduction of a new production line can affect the employment. Whenemployees oversupply in enterprises, re-training employees, reducing work hours,implementing paid leave or pay cuts, work-sharing, labor export, internal transferring andearly retirement would relieve employment pressure; developing the third industry,encouraging employees start their own businesses would significantly promote employment;permanent layoffs, shutting down the unprofitable branch factory or workshop wouldincrease employment pressure, even hinder employment seriousely, and there was acontroversial about if buying off the service years impact on employment.Enterprises select HRP measures under the circumstance of economic types, scales,cultural types and organizational structure types, at the same time, companies have to bearcertain social responsibilities. According to the research conclusion, this paper put forwardsome effective measures to relieve employment pressure from the perspective of enterpriseHRP measures selection preference, so as to achieve the optimal allocation of humanresources, and as well as to provide new ideas and methods to solve the employmentproblem.