First, the significance of making plans. Personnel recruitment and employment plans are an important part of organizational human resources planning. Its main function is to enrich the new force of human resources system, realize the rational allocation of human resources within enterprises, provide reliable guarantee for enterprises to expand production scale and adjust production structure, and make up for the shortage of human resources at the same time. More importantly, as an important part of organizational human resource planning, personnel recruitment plan provides a basic framework for organizational human resource management, provides an objective basis, scientific norms and practical methods for personnel recruitment, and can avoid blindness and randomness in the recruitment process. Second, the main content of the plan ● The number of employees to be employed and the personnel needed to reach the required employment rate determine the total number of employees to be employed. In order to ensure the rationality of the composition of human resources in enterprises, the number of employees in each year should be generally balanced. The determination of the number of employees should also consider the distribution and promotion of employees after employment. In addition, according to past recruitment experience, to achieve the required recruitment rate, at least determine how many people to attract to apply. ● Time interval from candidate application to employment An effective recruitment plan should also pay attention to another kind of information, that is, accurately estimate the time interval from candidate application to employment. As the labor market changes, these data will also change. ● The employment benchmark is the standard for determining the employment of talents. In addition to personal basic information (age, gender, etc. ), the criteria for hiring talents can be summarized as the following five aspects: work-related knowledge background, work skills, work experience, personality quality and physical quality. Let's be clear here: what qualities are required for the job requirements and what expectations are there for the candidates. ● The source of employment determines where to recruit talents. Determining the source of employment is helpful for enterprises to spend their time in a certain labor market effectively. The source of the highest cost is usually the headhunting company, and its agency fee is about 1/3 of the annual salary, which is more suitable for enterprises to recruit senior management talents; General workers can go to employment agencies for recruitment, and the cost is lower. Organizations should regularly collect and evaluate recruitment sources information based on cost and time interval data, classify various information sources, and select those that can provide suitable candidates in the fastest and cheapest way. ● Calculation of recruitment cost Generally speaking, the total recruitment cost can be divided by the number of employees to get the cost of recruiting a person: the cost of recruiting a person = the total recruitment cost/the number of employees. The recruitment plan generally includes the following contents: 1. List of personnel requirements, including job title, number of employees, qualification requirements, etc. 12 introduction HR should consider the talent recruitment plan urgently needed by the enterprise when making the recruitment plan. 2. Time and channel for releasing recruitment information; 3. Recruit candidates for the team, including the names, positions and responsibilities of team members; 4 candidates' assessment plan, including the assessment location, approximate time, the name of the topic designer, etc. 5. Deadline for recruitment; 6. Appointment time for new employees; 7. Recruitment budget, including information fee, advertising fee, talent exchange fee, etc. ; 8, recruitment schedule, as detailed as possible, in order to facilitate the cooperation of others; 9. Recruit advertising samples. Third, the preparation steps of the recruitment plan generally include the following steps: 1, obtaining personnel demand information: personnel demand generally occurs in the following situations: (1) personnel demand information clearly specified in the human resource plan; (2) Vacancies arising from the resignation of enterprise employees; (3) The department manager submits the recruitment application for examination and approval by relevant leaders; 2. Select the release time and release channel of recruitment information; 3. Determine the recruitment team; 4. Determine the assessment plan; 5. Define the recruitment budget; 6. Prepare the recruitment schedule; 7. Draft recruitment advertisement samples; 4. Problems needing attention: When formulating and implementing the recruitment plan, we must pay attention to the following problems: ● Different enterprises and the same enterprise at different stages of development should be treated differently and focus on the key points when preparing the recruitment plan. ● The recruitment plan should not only plan the future, but also reflect the current situation of existing employees, such as the transfer-in, transfer-out and promotion of employees. ● From the perspective of employment methods, it includes fixed employment, temporary employment and individual employment. For employment plans, it is necessary to clearly distinguish and classify them. ● Enterprises are in a changeable economic environment, and the personnel recruitment plan should be constantly adjusted according to the changes in the actual situation, and it must not be done once and for all. When compiling and implementing the personnel recruitment plan, we must also pay attention to the value orientation of social members, the government's employment policy and relevant labor laws and regulations. For example, when recruiting employees, try not to be sexist. 1