Research On Staffing Of NJ Power Supply Bureau

With the development of economy and society,the power grid is constantly developing towards automation and intelligence,and the power grid construction requires more safety and reliability.In order to achieve this goal,in the new era of science and technology,all kinds of advanced science and technology came into being,and advanced technology brought new equipment,which must be adapted to the new management system.With the introduction and continuous implementation of the policy of " letting go of both ends,supervising the middle,letting go of three,independence and strengthening" in the new power reform,the management concept of power grid enterprises is constantly changing,and the management system of NJ Power Supply Bureau is no longer adapted to new forms and developments,especially from the perspective of staffing,there are many problems affecting the development of productive forces,especially the phenomenon of mismatch between people and jobs and waste of talents,which seriously affects the further development of the enterprise.Therefore,how to optimize personnel allocation is of great significance for enterprises to stand out from the new wave of electricity reform and realize long-term development.NJ Power Supply Bureau is a state-owned monopoly enterprise.In order to get rid of these constraints and find the optimal way of staffing of NJ Power Supply Bureau,this paper puts forward the idea of putting forward problems-analyzing problems-solving problems.On the basis of reading a lot of documents and materials,this paper expounds the relevant theory of optimizing personnel allocation,and through the research methods of field investigation,qualitative and quantitative analysis,starting from the various modules of human resources,deeply searches for the problems existing in the personnel allocation of NJ Power Supply Bureau,and through the analysis of the problems,searches for them.Solve the NJ Power Supply Bureau personnel configuration problems.Specifically,using the technology of big data of human resources,through collecting big data of human resources,adjustingthe organizational structure and position of enterprises,after implementing the "four definitions" management work,using the ability and quality extracted from the collection of big data information and interviews with key events,to build a competency model,and through employee's ability and quality.According to the principle of competency correspondence and internal dominance,the disparity comparison table formed after comparing with post competency characteristics is used to carry out the staffing work.After that,the performance tracking feedback is used to update the information of the big data of human resources in time,adjust and improve the competency model,and realize the accurate matching and dynamic management of personnel and positions.With the help of big data and cloud computing technology,this paper explores how to solve the staffing problem of NJ Power Supply Bureau through the application of competency model in staffing.