The Research On Optimization Of The Management Positions In The Company Of RH

With the rapidly development of the market economy, the increasing of the competition among enterprises has increased more and more intense. Human resource which is the most important resources of the company has becoming the most valuable resources between the chip. The human resources as the most precious and valuable resource is becoming the master of enterprise material resources.No resource of enterprise can play a role without human resource,and human resource allocation problems are related to people exerting their own value and exerting what extents. Therefore, the allocation of enterprise human resources have a direct correlation on the core competitiveness of enterprise and its success.With the rapidly development of china's economy, automobile sales increase dramatically. With the era of automobile consuming, it has led the development of the industry-automobile beauty. The industry-automobile beauty belongs to a new industry and the current market is in an early stage of development of the industry that the problem of brand and technological advantages defect are becoming increasing. The company of RH set up in such an environment. Talent is the key element if RH wants to stand firmly and develops rapidly in such a market. The high-quality managerial talent is the key body out of the key. How to deploy these people and the post which can be in a reasonable configuration can be related to the ability of the people exerted and the organizational efficiency. Therefore, as a start-up enterprise, using talent and the rational allocation of talent have becoming the biggest factor that affected their development.Human resource allocation problem is the key issue of the RH. As in previous years, the company has retained some of system and institutional problem; there is some inefficient allocation of human resources and human resources skills needed to train. The status has seriously restricted the efficiency of the allocation of human resources of RH which is in early stages of development to the growth phase, and largely affected the company's core competence to enhance and improve. As the economic situation's improving, car-beauty market will facing new market opportunities, The RH Company must constantly enhance its core competitiveness, and improve the efficiency of the allocation of human resources, and improve human resources management in the company, and must be to reform and improve the company's allocation of human resources.In this research we set up a dynamic optimization model of human resource allocation according to the theory of human resource allocation, and use case study method. Firstly, we conducted in-depth analysis about internal and external environment of RH. We analyze the external environment using PEST analysis method and industry environment RH configuration of human resources companies. The external environment, mainly analyzes the macroeconomic environment, industry environment, and the internal environment of the company's strengths and weaknesses. Analysis of the RH configuration management company human resources issues in human resource needs, job responsibilities and qualifications issues, incentive mechanisms, staff quality issues, supporting systems of human resource allocation problem. Second, the company's staff level management positions in the level of recognition of qualifications and positions, but also the company's existing management positions within the optimal allocation of human resources management of the premise. Carried out through a comprehensive job analysis, preparation of standard job descriptions. Through post analysis, we defined the positions of the staff in the knowledge structure, technical skills and staff personality aspect, through the job description for the guidance to designers of the study quality assessment index, and select the appropriate measurement tools for its evaluation. Evaluation by personnel staff that we can have the ability to clear the level of talent this as a reasonable optimization provides the basis. Finally, according to company human resource allocation problems, human resource allocation model and human resources assessment and post analysis based on the company's management positions on the RH optimal allocation of human resources management of some related countermeasures. Through to human resources planning, job analysis and rational, scientific forecasting future human resource needs of enterprises and potential supply, ensure that enterprises in need of time and required the posts to provide the right of staff, in sure to develop organization strategy from a shortage of qualified personnel impact. Through post analysis, clear job responsibilities and tasks, establishing a standardized, streamlined work processes and structures to achieve management positions with the positions of dynamic matching, so that the right people are in the right position, so that employee's ability to work, work is greatly improved performance, etc., ultimately improve the organization's overall performance. Staff training is to protect the personal-an important means of job match, only managers with the organizational development strategies and job requirements match competency, managers can efficiently manage to display their own talents to help organizations develop strategies to achieve target. The company's management on the quality of RH measurement research can help us learn the incumbent's ability level, for further training and development foundation. According to RH needs of development and corporate strategy of its own staff development needs, competency-based pay system, competency-based pay system advantages:to provide staff with attractive career path, flat organizational structure to support and encourage staff to continue learning to improve themselves, to establish a learning organization, to promote organizational core competencies. RH companies to follow the performance evaluation index system, performance evaluation index weight measurement, performance evaluation results of the calculation and assessment process to establish job performance evaluation system. In addition, the incentive system through sound, to attract high-quality managers, to keep our company is talent, strive to apply their human work done, personnel matched to minimize internal friction of human resources to maximize company's human resources, company sustainable, healthy and rapid development. RH companies hope for future management positions to provide human resources reference, so that RH in the same industry with superior management teams, we promote the company's core competitiveness and enhance the resilience of the market.I designed the human resource allocation model and its strategy remains to be further examination of practice. As the organization's development and rapid changes in the external environment, management positions in human resources allocation process needs to continue to improve and supplement. Of their human resources to configure is a dynamic process that requires continuous integration of theory and practice can make to human resource is optimized to maximize human resources.