Study On The Optimization To Personnel Allocation Of Managerial Positions In The Headquarters Of HR Group

On the 70 th anniversary of the founding of the People's Republic of China,state-owned enterprises of China have gone through 41 years' reform and development on the path of socialism with Chinese characteristics.In the course of continuous exploration and research,relevant theories and practices have achieved remarkable results and progress.As a part of the reform of state-owned enterprises,reform in the field of human resources has attracted more and more attention from the state-owned enterprises.Under such circumstances,research on the reform of human resources,which has the core content of personnel allocation optimization,arises at the historic moment and the role played by it is helping the enterprises to play the intrinsic value of manpower and material resources,promoting the matching relation between the function of positions and the capability of the workforce scientifically and reasonably,which can enhance the overall efficiency of the organization continuously,and realize the established development goals of relevant enterprises.At present,allocation of work for post holders in state-owned enterprises in China is basically in the stage of imitating relevant concepts and theories,and it is still far from the actual goal of personnel allocation.Therefore,discussion on the personnel allocation of post holders in state-owned enterprises in China has become a subject that requires to be studied urgently in the reform and development of state-owned enterprises.Through employing the method of case analysis,this paper,according to the theories and achievement related to personnel allocation both at home and abroad,chooses the research object as optimization to personnel allocation of managerial positions in the headquarters of HR Group,and knows about the basic situation about headquarters of HR Group on the whole and personnel on the managerial positions.According to the basic situation,interviews and surveys of relevant personnel are then conducted inside the enterprise so as to obtain in-depth information of the enterprise and develop the questionnaire related to personnel allocation for managerial positions in the headquarters of HR Group.The viewpoints held by the personnel on the managerial positions of an enterprise can be collected in the way of anonymous participation,and the problems existing in the personnel allocation of managerial positions in relevant enterprises are summarized by summing up,and analysing the results obtained from questionnaire.With regard to the problem of personnel allocation,three important factors affecting the problem on personnel allocation of managerial positions in the headquarters of HR Group are obtained on the basis of referring to theories and models of personnel allocation both at home and abroad,and they are respectively the factor of capability possessed by personnel,the factor of human resource strategy,and internal environment factor of an enterprise.Among them,the factor of capability possessed by personnel in an enterprise,as a direct factor which affects personnel allocation and optimization,has the essential connotation that an enterprise is able to obtain personnel who are competent on the post,and how to enable an enterprise to understand what kind of ability elements should be acquired by personnel on managerial positions is regarded as the key in problem solving.The author aims to establish the capability indicator model for the personnel on the managerial positions in the headquarters of HR Group,and the five key elements that should be acquired by the managerial positions are worked out by using the Analytic Hierarchy Process.It is acknowledged that the five elements are respectively self-management ability,professional knowledge,change and innovation ability,spirit and attitude,loyalty.In terms of the three important influencing factors,the author constructs the optimization plan and guarantee measures for the allocation of personnel on the managerial positions in the headquarters of HR Group so as to solve the problems in the allocation process of personnel in an enterprise.The implementation of the program is mainly carried out from three levels.The first level is about training and selection of competent personnel.The second level refers to the strategy and layout of general direction.The third level mainly deals with internal environmental management and construction.In terms of the cultivation and selection of competent personnel,the enterprise carries out work related to personnel allocation with the aim of improving and optimizing the five elements of management personnel.With regard to the strategy and layout of the overall direction,relevant enterprises would deal with the problems related to personnel allocation of relevant enterprise by formulating strategic planning of human resource in the specific implementation stage.In terms of internal environment management and construction,enterprises would provide environmental support for personnel allocation of an enterprise by strengthening internal centralized control and corporate culture construction.At the same time,enterprises would provide guarantee measures for the implementation of personnel allocation plan by improving the personnel recruitment and use system,establishing salary system of the market and improving the performance appraisal system.