Research On The "Three Sequence"Position Management Of The JinCheng Coal Industry Group

With the advent of the information age, China’s energy industry has developedrapidly, the rapid development of energy enterprises, the rapid expansion, moreambitious corporate strategic objectives, in addition to the capital, technology, seemable to adapt to the needs of corporate jobs that require highly qualified personnelisparticularly urgent. Talent a limited number of circumstances, how to maximize thedevelopment potential of employees, the staff made the job qualifications required,proficiency in job skills, for enterprises to create more jobs in various positions tobecome a Talent work an extremely important part. Therefore, strengthening the staffpositions, management has become a core issue in each enterprise human resourcesmanagement.Scientific analysis and exposition of the first post management concepts andtheories, and briefly describes some of the current widespread use of variousenterprise job management methods. Scientific analysis of the traditional jobmanagement methods, and theory, summed up the problems and difficulties that existin the traditional job management process.Jincheng Coal Industry Group for example, first introduced the lack of personnelproblems encountered in the process of rapid development of Jincheng Coal IndustryGroup and analyze the inner contact of the staff positions and cause existing talent,leads to the traditional employee identity management students to the scientific staffpositions managing change "three sequence positions management model, andintroduces the theoretical model of discourse competence. And three sequence "modeused in the actual performance appraisal and pay system specific details andelaboration.Finally, the introduction of Jincheng Coal Industry Group "the results achieved inthe three major sequence of the staff positions management model, and there are stillproblems to summarize it. Shanxi Coal is the first out of three sequences,"innovativemanagement of staff positions in the largely effective solution to the problem of talentin the enterprise’s own development process, the work of the job management reformof the different enterprises of different industries to provide a reference model,however, the three sequences.In different industries, enterprises can achieve the sameeffect, whether to promote the significance remains to be demonstrated.