Theoretical Study And Empirical Analysis Of Talent-Post Matching

Matching talents with proper posts is a kernel issue in human resource management. Realization of a fine talent-post matching is the starting point and the end-result of various studies of human resources. The study of talent-post matching has a great instructive significance for human resources allocation in State-owned enterprises and other organizations. With the further implementation of the reform and open-door policies in China, development of market economy and rise in the level of internationalization, the competition for talents is growing into the key issues in the enterprise competition. However, mere competition for talents is not enough. Rational use of talents is even more important than competition for talents. Therefore, a scientific and systematic study of the issue of talent-post matching is of practical significance for State-owned enterprises in enhancing the level of human resource allocation, digging up potentials in the use of talents, and improving human capital utility.This article studies the talent-post matching in light of both theories and empirical evidences. This article is divided into five parts:Chapter I points out that the talent-post matching is a kernel issue in the human resource management. It expounds the importance of the talent-post matching in the study of human resources through raising the issue of talent-post matching and introducing relevant theoretical studies.Chapter II studies the talent-post matching issue in light of organizational elements. It dresses mostly the effects of organizational elements on the talent-post matching, including the effects of organizational atmosphere, organizational mode, post design, etc. The discussion focuses on the principles and methods of postdesign.Chapter III deals with the talent-post matching issue in light of personal elements. It explores the matching relationships between talents and posts in view of personal temperament, character, capability, knowledge, experience, moral level, physical qualities, etc. and describes the matching of talents of different personal characteristics with different posts.Chapter IV offers further analysis of models, patterns, means and principles for realization of the talent-post matching with combination of personal and organizational elements, and summarizes general methods to realize the talent-post matching.Chapter V presents an empirical analysis of the talent-post matching issue through the case of the human resource reform in Xiamen Mobile Communication Co. and tackles some existing problems in the practice of talent-post matching.