4.1.2 依据公司部门职能的分工和实际工作的需要，由人力资源部牵头，

4.1.2 依据公司部门职能的分工和实际工作的需要，由人力资源部牵头，各职能部门、各项目组参与，进行岗位分析，确定岗位设置数量（部门编制数）和各岗位的岗位职责。
4.1.3 根据职务分析的结果，人力资源部编制各岗位的《职位说明书》，报请总经理批准。《职位说明书》应进行详细的岗位描述并明确岗位的资格要求（包括学历、工作经历、专业知识、年龄、业务了解范围等方面，突出质量、环境及职业安全健康管理等要求）。
4.1.4 根据企业发展及业务拓展的情况，人力资源部每年进行一次部门编制的调整，并开展相应的职务分析活动，修订《职位说明书》，报请总经理批准。
4.2 人力资源预测
4.2.1 在对企业人力资源现状和市场人力资源环境进行分析的基础上，人力资源部应定期开展人力资源预测活动，包括人力资源需求预测和人力资源供给预测。
4.2.2人力资源需求预测分为现实人力资源需求、未来人力资源需求和未来流失人力资源需求三部分。

ผลลัพธ์ (อังกฤษ) 1:

4.1.2 of the basis functions in the corporate sector and the Division of work needed, led by the Department of human resources, various functional departments, the project team, job analysis, determine the number of posts (number of departments) and the responsibilities of each position.4.1.3 according to results of job analysis, preparation of the job description of the post of human resources department, reports to the General Manager. The job description should make a detailed job description and eligibility requirements for clear positions (including education, work experience, professional knowledge, age, understand the scope of business, outstanding quality, environment and occupational safety and health administration).4.1.4 based on enterprise development and business development, HR departments to adjust once a year, and corresponding job analysis activities, revision of the job description and submit them to the General Manager.4.2 human resource forecasting4.2.1 human resources situation and market environment of human resources based on the analysis of, the human resources department should regularly carry out manpower forecasting activities, including demand forecasting of human resource and human resource supply.4.2.2 human resource requirements forecasting into realistic human resource needs, the loss of future human resource needs and future human resources needs in three parts.

ผลลัพธ์ (อังกฤษ) 2:

4.1.2 based on the functions of the corporate sector and the division of the actual work, led by the Human Resources Department, the various functional departments and project team participation, conduct job analysis to determine the number of job settings (number of department preparation) and job responsibilities of each position.
4.1.3 Based on the results of job analysis, human resources in preparing their positions "job description," the general manager for approval. "
4.1.4 according to the situation of enterprise development and business development, human resources department adjusted once annually prepare and carry out the corresponding job analysis activities, revision "job description," the general manager for approval.
4.2 Human Resources Forecasting
4.2.1 On the basis of the status and human resource human resource market environment analysis, HR should regularly carry out human resource forecasting activities, including human resources and human resource supply forecasting demand forecast.
4.2.2 human resource demand forecasting human resource needs into reality, the future human resource needs and future human resource needs of the loss of three parts.

ผลลัพธ์ (อังกฤษ) 3:

4.1.2 according to company department function division of labor and the actual work needs, led by the human resources department, every functional department and the project group participation, job analysis, determine the position set number (the number of compiling Department) and the post duties.4.1.3 according to job analysis results, the human resources department for each post "job description", submitted to the approval of the general manager. "Job description" should be of detailed job description and a clear job qualification requirements (including degree, work experience, professional knowledge, age, understanding the business scope, outstanding quality, environment and occupational health and safety management requirements.4.1.4 according to enterprise development and business development, human resources department each year for a department to draw up the adjustment, and carry out the corresponding post analysis, amendments to the "job description", submitted to the general manager approval.4.2 human resource forecast4.2.1 on the basis of analysis of enterprise human resources present situation and market environment of human resources, the human resources department should regularly carry out human resource forecasting activities, including human resource demand forecast and supply of human resource prediction.4.2.2 human resource demand forecast is divided into three parts, the actual human resources demand, the future human resources demand and the future loss of human resources demand.