The Human Resouces Optimize Allocation Of MS Group Middle Management Positions

With the rapid development of China’s High-Stars Hotel in recent years, andadverse effects of macroeconomic policies on development of High-Stars Hotel, thecompetition between the hotels is fierce and unprecedented. However, fundamentallyspeaking, the competition is the competition on talents. Allocation is the most basicwork in human resources management and the enterprise’s behaviors guarantee and thekey of realizing the fundamental target. The plan of entire human resource allocationincludes two aspects: one is "quantity" on the rational allocation; another is the "quality"on effective allocation. The "quantity" on the rational allocation benefits the control ofcompanies’ labor cost; the "quality "on effective allocation helps the company achievestrategic goals.In this paper, taking the backbone of MS Group--middle management positionsas the research object, the author optimizes the allocation of human resource, from theorganizational structure, scope of responsibilities, the division of labor on the "quantity".And then, the author follows the "competency model construction-post qualificationdesignation-building people-post matching" theoretical framework to achieveefficient allocation of human resources on "quality". The author hopes to improve thelevel of organizational performance, enhance the competitiveness of the group throughrational and effective allocation of human resources to improve the middlemanagement’s competence.First of all, this article introduces the theories of human resource allocation and thecompetency model, and then discusses the relevance of competency theory andenterprise human resource allocation. Secondly, it defines middle management positionsin the MS Group, and analyzes current situations and existing problems of middlemanagement positions allocation, and combined with MS Group’s corporate culture andstrategy development to build competency model, paving the way work for optimizationof the middle management positions allocation. Then, it designs the allocation schemeof MS Group middle management positions, including the quantitative structure schemeand competency-based people-post matching allocation.We control the scheme from the"quantity" and "quality" respectively. This paper focuses major contents on the fourthand fifth chapters, in which the author studies to optimize the scheme of middle management positions allocations. Also, the author analyzes the design and the processof the MS Group middle management positions allocation, comprehensively.Meanwhile, the author describe the construction of technical competency model indetail, and also establish the quantitative structure model scheme for middlemanagement positions allocation. In addition, the author not only systematically plan onhow to optimally implement the scheme and design the implementation, but alsopresents a series of workable protective measures. Furthermore, we pointed out that MSGroup will meet some problem during implementing the scheme of middle managementpositions allocation and formulate some plans solving them. Finally, the authorsummarizes and analyzes the achievements and deficiencies of the scheme depicted inthis paper.Hope this paper give some instructional advice on the middle managementpositions allocation of enterprise groups.