煤炭资源是我国经济发展的基础能源保障，在面对国内煤矿智能化发展的大趋势下，Q煤矿必须以可持续发展为视角，根据自身的发展战略计划和安全生产实际情况，对现有人力资源进行合理的规划配置，以便为其提供数量充足、结构优良的优秀人才队伍，从而确保Q煤矿获得绿色可持续发展。

本文在阅读了一些国内外参考文献的基础上，对人力资源规划相关方法进行了梳理学习，同时结合Q煤矿生产实际，对其人力资源现状进行分析研究。通过对Q煤矿人员总体情况、年龄、学历、专业技术（能）职称结构、人员流失情况进行分析，全面掌握该矿现有人员整体情况。结合访谈谈话，找到Q煤矿人力资源管理存在的问题，分别是生产岗位专业素质不高、人员流动性大影响企业生产、员工职业发展通道不畅通、未进行科学的人力资源规划。

根据分析结果，对Q煤矿的人员需求和供给进行预测分析。人员需求情况，主要通过计算各职种价值贡献系数，基于职种贡献度大小进行预测，分别预测了对Q煤矿各职种人员达到满编时和产能核增后扩编时的需求情况。在进行需求预测时，对Q煤矿除领导人员、中层干部之外的人员进行了职种划分，分别划分为生产技术类、生产技能类、专业技术类、一般管理类。人员供给情况，分为内部供给和外部供给。内部供给预测主要采用人员接替法，分别对机电运输科满编状态下和扩编状态下的人员供给情况进行预测；外部供给，采用直接调查法和资料查阅法进行外部供给情况预测。最后，分别从制定科学的人力资源规划、制定合理的人员选聘计划、制定符合员工发展的培训计划提供实施方案，同时分别从完善领导体制和组织保障机制、创造良好的人力资源管理环境、加强人力资源规划管理、完善人力资源信息数据制定相应的保障措施。希望通过本文的调查、分析和人员需求、供给预测，能够为Q煤矿制定人力资源规划提供有价值的参考思路。同时，也为同类型的国有企业煤矿在人力资源规划方面提供可借鉴的经验和参考。

Coal resources are the basic energy guarantee for China's economic development. In the face of the general trend of intelligent development of domestic coal mines, Q Coal mine must take sustainable development as the perspective, according to its own development strategy plan and the actual situation of safety production, carry out reasonable planning and allocation of existing human resources, and ensure that it provides a sufficient number of excellent personnel with optimized structure. So as to ensure the green and sustainable development of Q coal mine.

On the basis of reading some domestic and foreign references, this paper sorted out and studied the relevant methods of human resource planning, and analyzed the current situation of human resources in Q Coal mine combined with the actual production. Through the analysis of the overall situation of Q coal mine personnel, age, education, professional and technical (ability) title structure, personnel loss, a comprehensive grasp of the overall situation of the mine's existing personnel. Based on the interviews and interviews, the existing problems of human resource management in Q Coal Mine were found, namely, the low professional quality of production posts, the great impact of personnel mobility on enterprise production, the obstruction of employee career development channels, and the lack of scientific human resource planning.

According to the analysis results, the personnel demand and supply of Q coal mine are forecasted and analyzed. Based on the value contribution coefficient of each job and the contribution degree of each job, the demand for each job in Q Coal Mine is predicted respectively when the full staffing is reached and when the capacity is expanded after the nuclear increase. In the demand forecast, the staff of Q Coal mine except leaders and middle-level cadres are divided into production technology, production skills, professional technology and general management. The supply of personnel is divided into internal supply and external supply. The internal supply forecast mainly adopts the personnel replacement method to forecast the personnel supply of the mechanical and electrical transportation section under the full and expanded state respectively. External supply is forecasted by direct investigation and data reference. Finally, the implementation plan is provided from the formulation of scientific human resource planning, the formulation of reasonable personnel selection and recruitment plans, the formulation of training plans in line with staff development, and the formulation of corresponding safeguard measures from the improvement of leadership system and organizational guarantee mechanism, the creation of a good human resource management environment, the strengthening of human resource planning and management, and the improvement of human resource information and data. It is hoped that through the investigation, analysis and personnel demand and supply forecast in this paper, it can provide valuable reference ideas for Q Coal mine to make human resource planning. At the same time, it also provides experience and reference for the same type of state-owned enterprises in the human resources planning.

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