人员规划是根据业务成果来论证你需要的人员，然后根据吸收能力来安排招聘。你要将目标转化为员工配置计划，并向领导层为其辩护。
如何处理
text
1. START FROM GOALS — what must the team deliver next year?
2. ASSESS CURRENT CAPACITY — skills, gaps, and realistic throughput
3. IDENTIFY THE GAP — roles and seniority needed to hit the goals
4. JUSTIFY IN BUSINESS TERMS — "this hire unblocks $X / this initiative"
5. SEQUENCE — you can only onboard so many at once without losing velocity
6. PLAN FOR ATTRITION — backfills are part of the number
高级与初级的配比
平衡团队：太多初级员工会导致指导压力过大，减缓交付速度；全是高级员工成本高且没有成长空间。规划团队的结构，而不仅仅是人数。