Research On The Post Management System Construction Of Changchun Foreign Enterprise Services Limited

Based on the continuous growth and development of the company's size and service content,the pressure from all dimensions has increased.The 21 st Ministerial Meeting of the Ministry of Human Resources and Social Security reviewed and adopted the Interim Provisions on Labor Dispatch,which was implemented on March 1,2014,indicating that the state has strictly defined and regulated labor dispatch and its industry,and constrained labor services.Dispatched employment mode and total employment;Facing the continued mature development of new employment modes such as labor dispatch and human resource affairs process outsourcing,more and more industry competitors continue to appear,and industry competition is gradually fierce;in order to give more fair,open and fair The competitive atmosphere,the state norms have changed the bidding laws and regulations,and the bidding model has replaced the long-lasting cooperation links of interpersonal optimization.Changchun foreign enterprises are in a rapidly developing industry atmosphere and policy changes,and the company's development presents new challenges.The original post management system is not in accordance with the current situation.Only by optimizing and improving the post management system can we support the performance of the performance management system,training system and salary system.The full text takes Changchun Foreign Enterprise Services as an example.I am eager to change the design and operation measures that are in line with the company's job management through analysis and discussion,and to prove its scientificity and excellence in practice.Based on the forward design theory of the post management system,this paper chooses Changchun Foreign Enterprise Service Co.,Ltd.As the subject of the discussion,the background and current situation of the post management system of Changchun Foreign Enterprise Service Co.,Ltd.were discussed.It has important theoretical and practical significance based on issues such as lack of standard job creation rules,cause analysis,and completion of final landing countermeasures.The full text is divided into four chapters.The first chapter fundamentally explains the background and significance of this topic,and puts forward research ideas and methods for the design and improvement of the post management system of Changchun Foreign Enterprise Service Co.,Ltd.And set goals for the entire article.The second chapter fundamentally introduces the current situation and existing problems of the post management system of Changchun Foreign Enterprise Service Co.,Ltd.prior to.As the research and development center of Changchun Foreign Service,due to the long-term influence of traditional state management thinking,there are still some general criticisms and institutional mechanisms of state-owned companies.Rigidity,weak awareness of innovation,unclear functions and responsibilities.For such problems,a root cause analysis is performed based on the organizational and employee dimensions to identify the root cause of the problem and lay a solid foundation for the completion of an excellent solution.The third chapter is the core of the full text.On the basis of inheriting best practices and previous knowledge,Changchun Foreign Enterprise Service Co.,Ltd.conducted a more in-depth discussion and detailed description of the overall design of the post management system.According to the establishment of organizational structure,classification of functional responsibilities,establishment of career development channels,design of job analysis,job editor standards,and management processes for assessing and estimating job value,the structure,criteria,standards,and process system form of the job value system were designed in detail.From theory to practice,from the whole to the part,from the macro to the micro,from the framework to the details,detailed descriptions are made,and the status quo of the company is constantly optimized and improved to achieve a scientific and operational management system for work.The excellent Chapter 4 introduces the operational guarantee measures for establishing a post management system.The safeguard measures for the development of the position management system are carried out at two levels,namely,organizational guarantee and personnel guarantee.The assurance measures implemented at the organizational level are to identify responsibilities for position management in the Human Resources Department and to establish an appropriate organization for performing this work,while establishing full-time management.Employees are performing job management and continue to consolidate the foundation of job management by establishing rules and regulations.The safeguard measures to be implemented at the personnel security level include continuous improvement of the later management mode and management tools,strengthening training,improving staff standards,and improving management efficiency.