Research On Optimization Of Post Matching Management For Employees In R&D Department Of Z Group

In recent years,the market technology competition in the construction supporting products industry has become increasingly fierce,and the technological leadership is related to the market competitiveness and sustainable development ability of enterprises.Z group is a research and development and production enterprise of building supporting products.In order to improve the market competitiveness of the enterprise,we must strengthen technology research and development,and the post matching management of employees in the research and development department is an important factor affecting the technology research and development of the group.By analyzing the current situation of post matching management of employees in the R & D Department of Z group,this thesis calculates the post matching of employees with the help of the post competency model,an improvement plan to promote the post matching degree of employees in the R & D Department of Z group.This article conducts research under the guidance of competency theory and incentive theory,forming six chapters in the entire text.The main conclusions are as follows:(1)Based on the competency model,a job matching evaluation index system has been constructed from three perspectives: industry universal competence,transferable competence,and professional competence.The evaluation results show that the job matching degree of R&D department employees is only a low level of "good" level.(2)The problems of job matching management include excessive reliance on subjective experience in job matching,ineffective use of training methods to enhance job competence,failure to improve incentive systems to encourage employees to adapt to their positions,and inadequate implementation of the "new old transition" strategy in job matching.(3)The reason for the problem lies in the "cognitive gap" of managers in job matching,the formality of employee training,the lack of emphasis on the value of incentive mechanisms in job matching,and the excessive emphasis on human resource cost control,which affects the implementation of the "new old transition" strategy.In order to further enhance the job matching of employees in the R&D department of Z Group,it is necessary to comprehensively measure the competency of R&D personnel,implement job allocation according to their abilities,improve the training system based on job requirements,improve the incentive mechanism for R&D personnel,and strictly implement the "new old alternation" strategy and other dimensions for improvement.