1 绪论论文题目：LZ骨科医院人力资源规划研究
学科名称：工商管理
研 究 生：赵长军 签 名：
指导教师：林 筠 教授 签 名：
摘要
随着我国医疗改革的逐步推进，在这样的大环境下，国外医疗机构趁此也大举进入我
国医疗市场，民营医院也抓住机会大力发展，医疗服务也已转变竞争方式，从过去的计划
经济迈入市场经济，从而导致公立、外资、民营医院之间竞争日趋激烈。在这样的大背景
下，医院若想立于不败之地，有效的发现和利用人才就成为医院发展的重中之重，在此过
程中，就需要医院对内外环境的分析，得出医院的人才需求和供给情况，进而通过一系列
人才策略，鼓励激发医院职工的创造积极性，使得医院的核心竞争力得到大幅度提升，以
适应当前经济发展趋势和外部竞争

本文第一章对国内外的人力资源规划理论进行回顾和综述；第二部分将相关理论用于
LZ骨科医院人力资源管理，首先分析LZ医院的不足之处，然后结合医院战略目标，采
用线性回归模型、灰色模型的方法预测了人力资源需求，利用接替模型对人力资源进行定
性分析；最后，根据预测结果，分析了未来医院人力资源供需平衡情况，从而制定出医院
未来“十三五”人力资源规划，并为人力资源规划的顺利实施提出了保障措施和评价机制，
这样可以保证本文的研究理论和建议得到有效落实，也使本文的人力资源规划更具可行
性。本文的研究，通过人力资源规划，最终使LZ骨科医院的人力资源管理更加合理，为
实施LZ骨科医院发展战略奠定了基础，对其他同类医院进行人力资源规划，适应各种内
外部社会经济发展的需要，具有借鉴意义

关键词：人力资源规划；需求预测；供给预测
1 绪论Title: Exploration of Human Resource Planning: Using LZ
Orthopaedic Hospital as an Example
Major：Business Administration
Name：Zhao Changjun Signature:
Supervisor：Professor LIN JUN Signature:
Abstract
With the gradual advancement of China's health care reform, foreign medical institutions
also take advantage of this into the medical market, private hospitals also seize the opportunity
to develop, medical services have changed the way of competition, from the past planned
economy Market economy, foreign, public, private hospitals increasingly fierce. Talent is the
most important development of the hospital, in the talent management and development, after
the hospital internal and external environment analysis, the hospital's talent needs and supply
situation, through a series of talent strategy to encourage the work of the staff to create
enthusiasm, And thus make the hospital's core competitiveness has been greatly improved to
adapt to the current economic development trends and external competition
The first chapter of this paper reviews the current situation of manpower theory at home
and abroad, and then uses the relevant theory to find out the shortcomings of LZ hospital in LZ
orthopedic hospital management. And then use the theory of human resource planning,
combined with the strategic objectives of the hospital, the second part of the use of linear
regression model, gray model and reference to the relevant quantitative analysis of the
combination of methods to predict the human resource needs, the use of successor model for
qualitative analysis of human resources; As a result, the future analysis of the balance of supply
and demand of human resources is analyzed, so as to formulate the future 13th Five-Year Plan
of human resources planning, and put forward the safeguard measures and evaluation
mechanism for the smooth implementation of human resources planning, which can guarantee
the research theory and suggestions Effective implementation, but also to make this article more
feasible human resources planning. Through the human resource planning, the hospital's human
resources management is more reasonable, to adapt to a variety of internal and external
socio-economic development trends, for the implementation of the hospital development
strategy laid the foundation for other similar hospitals for human resources planning reference.
Key words: Human Resource Planning；Demand forecasting；Supply forecasting
目录目录
1 绪论 ....... 1
1.1 研究背景和意义1
1.1.1 人力资源规划研究背景 . 1
1.1.2 人力资源规划研究意义 . 1
1.2 人力资源规划国内外研究现状2
1.2.1 国外人力资源规划研究现状 ..... 2
1.2.2 国内人力资源规划研究现状 ..... 2
1.3 研究内容、方法和思路3
1.3.1 论文研究内容 ..... 3
1.3.2 论文研究方法 ..... 3
1.3.3论文研究思路 ...... 4
2 人力资源规划基础理论 ........... 7
2.1 人力资源规划的概念及功能 .... 7
2.1.1 人力资源规划的概念 ..... 7
2.1.2 人力资源规划的功能 ..... 7
2.2 人力资源规划的程序 .... 8
2.3 人力资源需求预测方法9
2.4 人力资源供给预测方法 .......... 11
2.4.1 内部人力资源供给预测方法 ... 12
2.4.2 外部人力资源供给预测方法 ... 13
2.5 供需平衡调整 .. 14
3 LZ骨科医院人力资源管理现状 ........ 17
3.1 LZ骨科医院内外部环境分析 . 17
3.1.1 内部环境分析 ... 17
3.1.2 外部环境分析 ... 24
3.2 LZ骨科医院的SWOT分析 .... 25
3.2.1 优势 ....... 25
3.2.2 劣势 ....... 25
3.2.3 机会 ....... 26
3.2.4 威胁和挑战 ....... 26
3.3 LZ骨科医院人力资源规划分析 ......... 27
3.3.1 LZ骨科医院人力资源规划基本情况 .. 27
3.3.2存在的主要问题28
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