The Redesign Of Personnel Allocation Staff Of The Produce The Guarantee Departmen In D Company

D Company is regarded as big enterprise of civilian production in China transformed from a military one. Because of the long-term' s historical background of the state-owned enterprise, its human resource management foundation is poor, personnel's structure is unreasonable, and the labor productivity is on the low side. In order to propel the shareholding system transformation of D Company and accomplish its strategic objective, it needs to carry on the reform of human resource management first. However, personnel allocation staff as well as cutting payroll to improve efficiency stands in the breach. This thesis launches under this background.This thesis ensures produce the guarantee departments A and B as the research objects with the most conspicuous contradiction on personnel allocation staff of D Company, and has discussed the train of thought , principle , method of the personnel allocation staff redesign and we also made concrete schemes.As one of the most important members on this project, I presided the research and the redesign of staff of personnel allocation in the produce the guarantee department. Because of the special characteristic of D Company' s produce the guarantee department' s working nature, it is very difficult to find the mature methods that can be totally applied mechanically. In order to design an excellent scientific and reasonableplan , we, according to the basic train of thought of the personnel allocation staff's scientific method, used such methods as surveying, studying, observing and history analyzing synthetically, trying our best to combine with metering method of mathematics. And on the basis of the complementation of many kinds of methods that have been proved reciprocally, we finished the personnel allocation staff redesign scientifically and standardly .Our personnel allocation staff redesign not only has accomplished the real reduction of personnel, but also has been approved by all aspects of the company, having solved conflicts on personnel allocation staff that almost exist among every department and Human Resource Department basically. All of these are favorable to the promotion of D Company's human resource reform. Because of the limitation of time, my faculty and the various questions that the personnel allocation staff of D Company involves, some shortcomings still exist in the thesis .The thesis is divided into four major parts: 1, Introduce some relevant theories of personnel allocation staff. 2, Introduce the industry the company exists in, the company's current situation, company's current human resource situation, and the problems on human resource management of D Company, especially the personnel allocation staff's conspicuous contradiction. 3, Recommend the principles, train of thoughts, procedures, methods of the redesign of the personnel allocation staff of the produce the guarantee department to D Company. 4, Appraise the redesign of the personnel allocation staff, and point out its advantages and the benefits it brings to D Company and the deficiency that this staff's personnel allocation work has.