How to realize the rational allocation of enterprise human resources

One, China's human resources allocation of the status quo

Enterprise human resources shortage and waste of human resources co-exist

China's enterprises are affected by the traditional system of planned economy, the development of the enterprise talent can not be attracted into the existing talent can not be retained, a shortage of human resources in general. In addition, due to the poor quality of some leaders, in the allocation of human resources is not to consider giving full play to the talents of the smart. Rather, they are trying to find ways to get stuck in the talent, so that the talent learning is not used or used not long, or even be idle, resulting in a great waste of existing human resources in the enterprise.

Personnel structure imbalance, the overall quality of low

With the development of business and competition intensified, the professional structure of the staff and the overall quality of the higher and higher requirements. But China's enterprises generally exist within the excessive personnel and business development of the phenomenon of a large number of talents really need a shortage. At present, large state-owned enterprises on the one hand, the organization is bloated, people overworked; on the other hand, there is a serious lack of understanding of the business will be able to manage the financial industry comprehensive talents. The imbalance of personnel structure leads to the overall quality of human resources is low. Obstacles to the labor force to play the advantages of the combination.

Human resources configuration is not optimized

The best configuration of human resources, is to improve the employment mechanism, so that people's ability to match their positions, give full play to people's talents and potential to achieve maximum economic benefits. In the enterprise, there are often people / post

"Misalignment". An expert in the technical attainments of the experts were selected to serve as administrative leaders. A highly educated person engaged in the work of bank tellers. A person with business management talent is arranged to serve in the organization, and so on. Set up posts because of people rather than because of things set up posts, quick success and lack of long-term planning, weakening the internal cohesion of enterprises, a waste of limited human resources, but also hindered the rapid growth of the economy.

Insufficient human resources development power

Some units lack the right incentive mechanism, "those who can, the mediocre on the" poor employment environment has seriously frustrated the enthusiasm of the people: some units ignore the staff's education and training, and even refused to employees to study for higher education requirements. The result is not conducive to the development and management of human resources. The reason for this is that some enterprises are not very clear property rights, technological innovation and quality of staff and corporate earnings of the degree of correlation is not large, these enterprises are often reluctant to carry out human resources development.

Two, the establishment of human resources rational allocation and management system

Transform the concept of increasing investment in human capital

To increase the capital investment in the enterprise, the enterprise development planning and human resources development and planning supporting the cultivation of human resources as an important indicator of the performance appraisal of the leadership of the enterprise. For senior management personnel, to implement continuing education, so that they master the theory of market economy and modern business management knowledge. For ordinary employees to implement on-the-job training, through training to improve staff motivation and creativity, improve the overall quality of staff.

Shaping corporate culture

The inheritance of cultural traditions should be based on a new foundation, and new cultural connotations should be given according to the changes of the times, and the original culture should be transformed. Because of the different cultures involved, the level of each cultural aspect of the influence, need a long time to be subtle. It requires enterprise employees to have the courage to face up to the pain of self-denial, the need to have the ability to distinguish between right and wrong, need to have to withstand setbacks and failures of the psychological preparedness. The establishment of corporate culture, strengthen the staff's ideals and beliefs, outlook on life, professional ethics and other aspects of education, so that corporate values inculcated into the thoughts and actions of employees, transformed into employee values, the formation of corporate group spirit to promote the development of the intangible power of the enterprise.

The right person to the right position

Rational allocation of the premise, is to set up a comprehensive and detailed job analysis of the position, which is an important foundation for human resource management. Through job analysis, you can test the reasonableness of the job setup, clear job tasks, job responsibilities, performance must have a variety of qualities (educational background, experience and professional knowledge, etc.), to provide an objective basis for the rational allocation of personnel. With a clear job description, not only can target the ability of specific personnel, character and psychological quality of the examination and evaluation of the "seat", but also to enable the performance of the staff to clarify their own work tasks and responsibilities. If the job position, tasks, responsibilities described in the lines of coarse, not according to the requirements of job analysis to refine the expression, making the job position is not accurate, job responsibility is not clear, then there will be a "big talent", "small talent", some staff work Not enough to eat, some are not able to do; or employees should meet the requirements of the work of ambiguous, the work fails to cover all the elements of inefficiency; or between the post part of the overlap of the work task, poor articulation, a matter of multi-managerial, and some randomly encountered a number of things but no one to ask, and so on. The existence of these problems will have a direct impact on the staff's motivation, reduce work efficiency. Therefore, the human resources department not only through in-depth research to make the job analysis, the preparation of good job specifications, due to the post for people, but also on a regular basis on the staff's work performance, work attitude, job competence and personality and other aspects of a comprehensive assessment and evaluation, so as to understand the staff to the current position of the degree of adaptability, and at the same time to test the enterprise in the job setup and the effectiveness of the configuration of the staff. After the discovery of the problem should be seriously analyzed, take the initiative to adjust and improve, and strive to make personnel appropriate, make the best use of talent.

Establishment of a scientific performance appraisal system and long-term effective incentive mechanism

In the assessment of the content of the method can be based on the current situation of the enterprise to take the appropriate assessment methods, such as the use of target assessment, key performance indicators assessment, smooth scorecard and other means. Enterprises should be based on their own characteristics, according to the local conditions of the various types of employees to take effective incentives, in addition to retaining people through the treatment, the enterprise on the different needs of the staff can also be taken into account trust incentives, job incentives, knowledge incentives, emotional incentives, goal incentives, honor incentives and behavioral incentives, so as to build a long-term incentives effective incentive mechanism.

Development of long-term human resources management planning

Enterprises want to seek harmonious development, the management of human resources must have a sense of foresight, there is a scientific prediction and reasonable long-term planning is the key. In the development and management of human resources in the enterprise, not only should focus on the near future to cultivate, stabilize and absorb high-level talent, should also focus on long-term planning, develop a clear training objectives. Determine the key training objects.

Strategic training for employees

Enterprises in the new century in the enterprise human resources management, should establish full education and continuing education and training mechanism, should be through the enterprise university and virtual training organizations and other new forms of corporate training organizations, training will be upgraded to the level of business strategy, to provide training for the team's strategic orientation, so that individual employees give full play to their subjective initiative in training, and so on. In order to ultimately achieve the purpose of coping with the various pressures and challenges from the market competition.

Three, pay attention to deal with the optimization of human resources allocation

The relationship between the corporate environment and human resources

Corporate environment on the business activities of enterprises, has a direct or indirect impact. Therefore, we optimize the allocation of human resources in the process, we must give full consideration to the environment in which the enterprise is located, and strive for more conducive to the development of the external conditions of the enterprise.