The Human Resources Allocation And Promotion Strategies Of J Construction Engineering Group

As we know,human resource is the foundation for enterprises to obtain sustainable competitive advantage,is the "first resource" for contemporary's social and economic development.It can promote economic resource's combination and application.However,its combination and application is not random and unilateral.In order to have its efficacy,it must be organized in a scientific and reasonable way.J Construction Engineering Group is a company with a great influence in the domestic construction industry.It can provide construction high quality services and has outstanding status in the construction industry.In recent years,J Construction Engineering Group is adhering to the business principle that “adjusting structure,promoting scale,controlling risk”.Changing business pattern from projects to resources.J Construction Engineering Group is gradually becoming the enterprise whose core business is municipal engineering,highway engineering,mechanical and electrical installation works.Expanding the industry to the upstream and downstream which has high profit,achieving the related diversified business;At the same time having business of construction management and technology consulting,services and personnel training,etc.,forming a relatively complete industrial chain of construction.In the process of J Construction Engineering Group of transformation and development,on the one hand,influenced by the market and policy,it is urgent to the transformation and development;on the other hand,due to the shortage of trained personnel,unreasonable structure,adapt to the transformation and development of talent shortage and other problems,restricting the development of transformation.How to adapting to the transformation and development,to talents development,it is urgent.In this paper,theoretical analysis and empirical research,quantitative analysis and qualitative analysis of the combination of analytical methods,according to the human nature hypothesis theory,human capital theory,two-way adaptation theory,marginal theory,incentive theory and human resources theory,in order to enhance the human resources allocation of J Construction Engineering Group as a starting point,after careful analysis and research by J Construction Engineering Group human resource gross,structure and management,discovered it's human resource structure is not reasonable,the quality is generally low,the staff turnover is serious,the human resources shortage and waste coexist and so on.These phenomena are derived from the system of state-owned enterprises,the construction industry access threshold,the construction industry's own limitations and the lack of the importance of human resources management.In conclusion,J Construction Engineering Group must change management idea,determine the development strategy of human resources programming,set up comprehensive analysis of human resources work,to strengthen the understanding of the importance of talent,regard the people as resources to manage,at the same time,improve the system of human resource management,set up a scientific,standardized and effective human resources management mechanism,establishing work responsibility system,establish the people-oriented idea,strengthen the development of enterprise culture;Strengthen the talent pool,completes the talent introduction,manage the enterprise human resources in a scientific and reasonable configuration,make training plan,choose training content rightly,at the same time also pay attention to their aptitude,enhance the professional quality of the staff on different posts,to achieve the purpose of strengthening training of human resources;Improve the incentive mechanism,design comprehensive compensation management system,have special incentives for professionals,maximize the motility of human resources,to promote human resources management.This article studies and discusses the human resources allocation problem of J Construction Group,and analyzing its current human resource allocation condition with the specific circumstances.The article has put forward some questions and also providing some comprehensive,scientific and systematic strategies that can be used by many similar enterprises.I think it is a good attempt.Meanwhile,it will contribute to solving some realistic human resources management problems in the current construction enterprises.