提出人力資源規劃的四步驟，首先是從未來經營計畫及數據資訊，預測未來人力

提出人力資源規劃的四步驟，首先是從未來經營計畫及數據資訊，預測未來人力需求與供給。
其次，建立人力資源發展目標。
第三，設計並執行人力資源發展方案。
第四，監測與評估方案執行效果。


Susan E. Jackson and Randall S. Schuler 的架構更重視時間的因素，強調必須要將人力資源規劃區分為short term (up to one year), intermediate term (two to three years), and long term (more than three years)，並將三個不同term的人力資源規畫加以整合，形成Fully Integrated System of Business and Human Resource Planning.

結果 (英文) 1:

Proposed human resources planning four steps, first from the future business plan and data information, forecasting future manpower demand and supply.Secondly, the establishment of human resource development objectives.Third, to design and implement human resource development programmes.Finally, monitoring and evaluation of programme performance.Susan e. Jackson and Randall s. Schuler framework more attention to the time factor, stressed the need to integrate human resources planning into short term (up to one year), intermediate term (two to three years), and long term (more than three years), And three different term human resource plan to integrate to form a Fully Integrated System of Business and Human Resource Planning.

結果 (英文) 2:

Human resources planning proposed four steps, the first is from the future business plans and data information to predict future manpower demand and supply.
Secondly, human resource development goals.
Third, the design and implementation of human resources development programs.
Fourth, the monitoring and evaluation of program performance results.


Susan E. Jackson and Randall S. Schuler architecture more attention to the time factor, stressed the importance of human resources planning to be divided into short term (up to one year) , intermediate term (two to three years), and long term (more than three years), and it will be the integration of three different term human resources planning, the formation of Fully integrated System of Business and human resource Planning.

結果 (英文) 3:

Four steps of human resource planning are put forward. The first is to forecast the future manpower demand and supply from the future business plan and data information.Second, the establishment of human resources development goals.Third, design and implement the human resource development program.Fourth, monitoring and evaluation program implementation effect.Susan E. Jackson and Randall S. framework Schuler pay more attention to the time factor, stressed the need to distinguish the human resource planning for short term (up to one year), intermediate term (two to three years), and long term (more than three years), and three with term of human resources planning. The formation of Fully Integrated System of integration, Business and Human Resource Planning.