Research On Personnel Configuration Problem Of XL Production Team

The 19th National Congress of the Communist Party of China proposed to speed up the construction of a manufacturing power and accelerate the development of advanced manufacturing industries.At the same time,it insisted on de-capacity,destocking,de-leveraging,cost reduction,short-boarding,and optimizing the allocation of stock resources.This is a higher requirement for manufacturing companies.On the other hand,with the implementation of the multi-year family planning policy,the national demographic dividend is exhausted,and the working-age population is declining year by year.The rise of the service industry has triggered a shift in the concept of career choice.The traditional manufacturing industry is less attractive to the working-age population.Therefore,in today's changing external environment,traditional manufacturing industries want to survive and develop,they must constantly optimize their industrial structure,improve production efficiency,and reduce labor costs.As the primary productive force of enterprise development,human resources is of vital importance to the production and operation of enterprises,especially labor-intensive manufacturing,with a large number of employees.Whether the human resource management method is scientific and reasonable,directly affects the stability of the workforce,and thus affects the stability of enterprise development.Staffing is the first step in enterprise human resource management,and it is a forward-looking link.Other human resources management links are all around staffing.Therefore,the analysis and research of the staffing work of the enterprise,and the continuous optimization and improvement of the problems in the staffing can promote the better development of the enterprise.This paper takes the production team of XL as the research object,systematically analyzes the status quo,problems and causes of the personnel configuration,and proposes the optimization plan in a targeted manner.The full text consists of six parts.The first part is the introduction,including the research background and significance,the main content of the research,research ideas and methods,and possible research innovations.The second part is the theoretical basis of enterprise staffing,including staffing overview,job analysis,the quality iceberg model and MBTI personality measurement method;the third part is the status quo,problems and causes of the production team of XL company,including the status of XL company,the status quo of the production team of XL company,the problems of the staff of XL production team and the resulting problems.The fourth part is the optimization design of the personnel configuration plan of the production team of XL company,including the optimization of personnel configuration problems and the optimization process of the staffing of the production team of XL.The fifth part is the safeguard measures for the implementation of the plan,including the attention and support of the superiors of the enterprise,and the producing departments' understanding and support,guarantee of management system,and the professional knowledge protection of human resources department staff;the sixth part is the research conclusions and prospects of this paper.This paper studies the staffing of XL production team through literature analysis,case analysis,qualitative analysis and field research.It is analyzed that the following problems exist in the staffing of XL production team:different types of positions in production teams lack independent job specifications.The post of the squad leader,the equipment operation post,and the packaged warehousing position use the unified job description,and there is no distinction between the job content,qualifications,work environment,etc.;the job description lacks the implicit qualification evaluation index,and the requirements for the position qualification are only enumerates the explicit indicators that are easy to observe and obtain,and ignores the hidden indicators that have great influence on behaviors;the lack of internal recruitment and selection procedures,and the internal staff adjustments are based on individual judgments of production workshop managers,and lack of impartiality.In view of the above problems,the reasons for this paper are as follows:the company's job analysis is unscientific and unprofessional,and there is no detailed analysis of different types of positions in the production team;the hidden qualifications are difficult to measure and train,and the human resources department is difficult to operate;The management concept is backward,especially in the aspect of human resource management,which has not yet formed a market-oriented management concept and stays at the level of administrative affairs.Through the analysis of the problems and causes of the above-mentioned production team,the paper draws the following conclusions:The company should strengthen the job analysis,carefully analyze the work content,working environment and qualifications of different types of posts,and make relevant targets;use MBTI personality measurement table,STAR interview method and other advanced tools to develop a method suitable for enterprise talent assessment,confirm the hidden qualifications of the talents required by the company,further improve the job description;and formulate the "intra-company employee competition system1" To enable internal staff to mobilize information disclosure,process transparency,fairness and justice,to provide more employees with opportunities for promotion and development,and to prevent the occurrence of unfair behaviors such as internal gangs and provide a good working environment for employees.This paper will not only provide some guidance for the implementation of XL staff configuration,but also provide some reference for the optimization of other work links of XL company.