Study On Human Resource Allocation Of Primary Site In Tobacco Company

With global economic integration development, the tobacco companies achievedreform and development opportunities, while also facing huge challenges. The tobaccocompanies can adjust their own development model, optimize human resourcestructure， realize the standardization and normalization, enhance the competitiveadvantage. The human capital is same as human resources, which is the first resourcesto enterprises. The tobacco industry of our country implement management ofmonopoly, put forward general requirements of "classification management,scientifically positioned, clear responsibilities, and strict examination". But reform hasnot complete, post division is not clear, human resource configuration and examinationstays on experience of decision-making, there is situation of human resource absenceand waste. These problems will seriously restrict the sustainable development oftobacco industry.Tobacco production primary site is basic department, which is the core andfoundation department to Ensure tobacco production plan implement, production tasksmoothly proceed. However some of primary site is far away from industry,configuration and management is weak, which are influence the development of tobaccoproduction. It has become the key point to grab the opportunity for tobacco company，that solve the issue of human resources allocation. At present, the research thatcombined with characteristics of primary site is relative less, research on the allocationof human resources is relatively less. This study is important theoretical and practicalsignificance for the development of tobacco primary site.According to12tobacco production areas,42primary sites,274working points ofChongqing, This paper from the macro and micro levels to analyze the status of humanresource configuration of primary sites. find the existing problems. Includingconfiguration standards are not clear, the configuration structure is irrational, inadequatestaff assessment methods, competency of staff need to re-evaluation, and need tore-examination allocate efficiency.After consulting relevant literature, this paper formulate configuration of eachposition from the macro levels. Which base on the specific condition of primary site.According to the characteristic of technical post, it find out the factors that influence ofconfiguration through the principal component analysis method, including the area of tobacco planting and covering area, and establish the multiple linear regression model toestablish human resource allocation standard of technical positions. By analyzing thecharacteristics of management positions, it builds human resource allocation of fixingwork posts and defining personnel quota. From the micro level，set up the people postmatch dynamic model to solve the quality problem. Combine with the data ofChongqing tobacco production, and validate the method.In conclusion, this paper put forward supporting measures,Firstly,institutionalconstruction, including the incentive mechanism construction, dynamic assessmentmechanism construction and the strategic implementation of the construction. Secondly,it propose to establish the evaluation system of human resource allocation efficiency,evaluation from three aspects of production efficiency, service efficiency and growthefficiency. In addition, for strengthen staff development of primary site, it suggest therational allocating human resources, strengthening the cultural construction of primarysite, strengthening the education and management.