摘要
随着社会的发展，人们对产品质量、安全生产、生活健康水平的要求不断提
高，对检验检测服务的需求也不断增多，单一国有法定计量检测机构已不能满足
社会的需求，在国家开放计量欧亿·体育（中国）有限公司市场化后，一大批中小计量企业进入市场。行
业放开市场化时间短，众多新成立的计量公司普遍存在着人力资源规划方面的问
题。
本文选择的研究对象为C计量公司，是16年成立的一家中小型计量检测企业。
本文作者通过研读人力资源规划相关理论，运用问卷调查与现场访谈的方法了解C
公司的概况和人力资源规划现状，总结出了C公司人力资源规划存在的主要问题，
其次通过趋势分析对比、马尔可夫模型等方法，对 C公司人力资源规划中存在问
题进行了分析，之后在对以上欧亿·体育（中国）有限公司研究的基础上，提出了 C公司后续发展的人力
资源规划计划，为保障 C公司人力资源规划计划的有效实施提出了科学方案和保
障措施。本文期望通过这一案例的研究，用科学的统计方法和数据分析，找出 C
公司人力资源实施中存在的问题，从而制定适合C公司人力资源规划，并为保障C
公司人力资源规划的实施制定相应保障措施，以期实现 C公司长期稳定发展。本
文的研究内容也可为其他同样面临市场化转型考验的计量检测公司提供参考，助
力公司在人力资源规划水平上的提升。
关键词：C计量公司，人力资源规划，人员供需平衡
I

Abstract
With the improvement of people's living standards , people's requirements for
product quality, ensuring safe production, healthy living standard are constantly
increasing, the people's need for inspection and testing services is also constantly
increasing, a single state-owned legal measurement and testing institutions have been
unable to meet the needs of the society, after the opening of the national measurement
industry market, a lot of small and medium companies enter the market. As a small and
medium-sized measurement enterprise, C Company has become our research object.
The author of this article studied the related theory, a lot of human resources planning
and C company carefully, first using the questionnaires and general manager interviews
to find the C company's overview and conditions of human resource planning,
summarizes the main issue of C company human resource planning, secondly by trend
analysis contrast, Markov Model methods of statistical Model, this article delve into the
problems of C company's human resources seriously, and then proposes the rational
human resources planning plan for the follow-up development of C Company based on
the research of the above information, and puts forward scientific schemes and
safeguard measures to guarantee the valid operation of C Company's human resources
planning plan. Expectations through the case study, this paper use scientific statistical
method and the rigorous data analysis, find out human resources existing problems in
the implementation of C company, to develop private measurement inspection agencies
of HRP, and to ensure the implementation of the C company’s HRP program, it has
reference significance to take a rational steps, so as to realize the C company standing
stable development, It also provides reference for other private measurement and testing
institutions and helps enterprises make good human resources planning.
Key words: measurement enterprises C, human resource planning, personnel supply
and demand balance
II

目录
第一章绪论 ........................................................ 1
1.1研究背景..................................................... 1
1.2研究目的和意义............................................... 2
1.3研究方法..................................................... 4
1.4研究思路和内容............................................... 5
第二章人力资源规划概念界定与理论基础 .............................. 8
2.1人力资源规划概念界定......................................... 8
2.2人力资源规划的内容和程序..................................... 8
2.2.1人力资源规划的内容...................................... 8
2.2.2人力资源规划的程序...................................... 9
2.3人力资源规划方法............................................. 9
2.3.1人力资源需求预测的方法.................................. 9
2.3.2人力资源供给预测方法................................... 10
2.4人力资源规划研究回顾........................................ 10
2.4.1国外人力资源规划研究回顾 .............................. 10
2.4.2国内人力资源规划研究回顾 .............................. 12
2.4.3文献述评 .............................................. 13
第三章 C计量公司概况和人力资源规划现状分析........................ 14
3.1 C计量公司概况............................................... 14
3.2 C计量公司未来经营规划简介................................... 14
3.3 C计量公司人力资源规划现状................................... 15
3.3.1职务编制现状 .......................................... 15
3.3.2人员配置现状 .......................................... 17
3.3.3人员需求和供给计划现状 ................................ 21
3.3.4教育培训计划现状 ...................................... 21
3.3.5员工薪酬激励计划现状 .................................. 21
3.3.6员工职业生涯规划现状 .................................. 21
3.4 C计量公司人力资源规划存在的问题............................. 22
3.4.1人力资源规划不够深入 .................................. 22
III
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