The Research For Management Reform Of Person-post Match In JY Branch BOC

In a business, the degree of person-post match affects overall utility of other resources directly, which is key factor for its rapid,steady,persistent development, and has important effect on its profits in a short or long time. Hence, person-post match is core topic of human resources management, which has something with realization and duration of contest advantage of a business, and is management problem that a business has to face and solve. So, the study is very important.The management of person-post match include as fellows: according to different characteristics of a person, how a business give him a post which fits his acknowdgement,ability character and mental demand by job analysis,job design,person appraisal,inviting application for a job,person selection person adjustment and so on; or how a business look for a fit person for a position. As a core tache of business management and human resources management, person-post match has been retro-affected by many factors from person and organization, and is multimensional,multilayer,dynastic subjective,objective,elastic. Person-post match work is based on job analysis\design and person appraisal, its core tache is making match, at the same time, the personal and social qualification is supplemental. In light of certain procedure, by means of post-person fit,person-post fit person and post coalescent and a series of other idiographic instruments, the person-post match work supports enterprise strategy culture and flow macroscopically, and realize microcosmically that post stipulation fits individual condition, personal attitude is in accordance with post duty, the job payment satisfies individual expectation. So employee's potential is to be developed, the performance is to be improved, the company attraction for staff is to be built up, the satisfaction degree is to be improved, finally, the goal is to be achieved that overall match degree is the highest, the company become a dynamical system.The paper sums up individual factors as follows: inner condition, social condition, potiential, apparent ability, value judgement, and summarize organization factors as: strategy,culture and flow. Thereout,the thesis set up post-appraisal-indicators, and put forward the conception of overall match degree, after consulting with balanced indicators, the overall match indicators come into being in the paper.The thesis suggest that, the strategy is core, the company culture construction and flow management are premise, we combine with making management post management and person-post match procedure organically. The paper brings forth idiographic match procedure and the corresponding presumption, which gives reference to practical person-post match management.In combination with demonstration analysis, the author investigated the condition of person-post match management, finded out many insuffiencies from traditional experimental management. Thus,the thesis maps out the transformation blue print for person-post match management > appraisal indicators system and assuring operation measures, which supply realistic way out and operation model for person-post match management of JY branch BOC. Hopefully, author is lucky to put forward certain reference for other branches.