Research On Optimal Allocation Of Middle Management Personnel In Company A

Human resources are the key factors to help enterprises achieve strategic goals.As a part of the reform of state-owned enterprises,human resources management reform has been paid more and more attention by state-owned enterprises.Among them,the optimization of personnel allocation will help enterprises to exert the inherent value of human and material resources,scientifically and rationally promote the matching relationship between job functions and employees’ abilities,and then continuously improve the overall efficiency of the organization and achieve the established development goals of the enterprise.At present,the allocation of middle-level management personnel in state-owned enterprises under the background of diversified development is relatively laggingbehind and cannot meet the strategic goals of middle-level personnel allocation.Therefore,discussing the problem of middle-level management personnel allocation under the background of diversified development in my country has become an important part of the reform and development of state-owned enterprises.A topic in urgent need of research.This paper takes Company A,a state-owned local financial investment platform established for four years,as the research object.Under the background of integration and reorganization,the enterprise has formulated a strategic plan for diversified development,and its business areas cover industrial investment,financial services and industrial operations.It has formed a comprehensive financial and industrial capital investment holding group with comprehensive financial services as the main body and diversified development of full-cycle industrial capital and state-owned capital operations.However,with the rapid expansion of the scale,the human resources allocation of Company A is relatively chaotic,and it has not been able to form a middle management team that matches the new strategic goals of diversified development,resulting in the existing staffing allocation can no longer meet the needs of enterprise development.This paper investigates the recruitment standards,selection process,career and career planning level,and job matching of middle management personnel of A company through a questionnaire survey,and analyzes the current situation and problems of middle management personnel allocation in A company.Using the interview method,through the further analysis of the interview results,the problem of the configuration of the middle management personnel of the company is revealed,and the reasons at the organizational level and the individual level are analyzed.With the help of the theoretical model of man-post matching,and using the human resource development technology based on competency,design the optimization strategy of middle-level management personnel in Company A,including the qualification system for job selection,the selection strategy of middle-level talents,the establishment of management training mechanism,and the development of middle-level positions.Responsibilities are redesigned and personnel positions are re-matched.By optimizing the implementation of the strategy,improve the organizational performance,and promote the successful implementation of the diversified development strategy of A company.At the same time,it is suggested to provide guarantee measures for the development of the middle-level staffing plan of Company A by building a human resources information management system,strengthening human resources management training,and enhancing corporate culture construction.This research proposes the talent optimization strategy of Company A’s diversified development strategy.It can also provide some solutions and approaches for the optimal allocation of middle-level management personnel of the same type under the background of diversified development,and promote the deepening of the reform of state-owned enterprises.developing.