Human Resource Configuration Optimization Study Of Radio Stations

Traditional media organizations such as broadcasting stations act as significant carriers ofcultural industry reform in our country, which is propaganda mouthpiece of the party and governmentas well as public institution under the leadership of the government broadcasting department. So far,in term of management system, most of broadcasting station media in our country exists in the formof public institutions system. In recent years, with the development of media industry collectivizationoperation, many media begin to intensify the consciousness of human resource management withministry of personnel being renamed human resources department. Nevertheless, the managementmode remains traditional which is extensive and unreasonable in resource v allocation. Humanresource allocation is a crucial influence on the success of human resource management bearing thecore link between the human resource s development and application. Obviously, this unreasonablephenomenon will affect the development of media business. Thus, to achieve survival anddevelopment in fierce competition, broadcasting stations must strengthen human resources awarenessand make effective configuration to human resource.This paper is consist of four parts. Part one is an introduction containing research background,the topic meaning and domestic and overseas research status, also paper framework and contentarrangement is integrated. Part two describes core theories and construction of human resourceoptimization model, which analyzes basic concept and theory of human resource allocation in thefirst half, and in the rest part, it s firstly proposed that philosophy value is to take human resourceoptimization as a systematic process and searching the key factor of restricting its development is theemphasis of implementing rational allocation, besides, combined with human resource allocationmode of personnel and position, human resource allocation model is constructed containingorganization environment, existing and potential human resources condition, and position setting.The third part discusses application of human resource configuration model based on Guangdongbroadcasting station, and through technique tools such as constructing Reality Tree, existingnegative phenomena in Guangdong broadcasting station s human resource configuration is indicated,including shortage of human resource quantity, lack of high-level professionals, unreasonable humanresource structure, unbalanced distribution and deficient talent allocation mechanism. Afterwards,each reason leading to the above phenomena is analyzed by means of Evaporating Cloud, and through layer upon layer analysis, the primary cause lies in the backward human resourcemanagement system as well as a lack of appropriate positioning in human resource managementdepartment and media industry. Finally, in part four, focusing on the negative phenomenon andreason analysis existing in Guangdong broadcasting station s human resource configuration,measures and suggestions of Guangdong broadcasting station s human resource optimizationconfiguration is given, the solutions contain formulating human resource management planning withGuangdong broadcasting station s characteristic, constructing employment system emphasizing onGuangdong broadcasting station s position management system, exploring high-level professionalmanagement strategy, improving its talent flow mechanism, optimizing human resource structureand implementing Pareto Optimality of human resource configuration.