A Company’s Human Resources Configuration Optimization

With the rapid economic development, human resources has become a variety of resources in core resources. In the rapid economic development and an increasingly competitive environment, the performance of more competition between companies for corporate human resources. Human resources are the "first resource" for enterprise development, enterprise combination of other resources, have to rely on the use of human resources to promote. However, only a simple combination of corporate human resources is not enough, human resources must be reasonable and effective configuration, can be a good play to their ability, to bring greater efficiency, higher for enterprises return. How to achieve the optimal allocation of human resources in the enterprise has become the focus of attention of many entrepreneurs and academics.Currently, the special vehicle industry has become an important part of the automobile industry plays an important role in improving people’s production and life. A company as a special vehicle manufacturer in the development of staffing exposed unreasonable, no specialized human resources planning, it is difficult to recruit people to match employees with jobs, lack of targeted staff training, lack of scientific job evaluation problems and assessment mechanism, etc., directly affect the company’s productivity and market competitiveness. Therefore, the research company A human resource allocation problems and propose the optimal allocation scheme has very important significance.In this Article, the theory of optimal allocation of human resources as the basis, the integrated use of questionnaires, quantitative analysis, SWOT analysis in-depth analysis of the status quo A company human resources, human resource allocation problems and other reasons, at the same time, learn from the United States, Germany, advanced experience of Japanese companies human resource allocation, combined with the status quo company, made six optimal allocation of human resources strategy: One is the dynamic development of human resources development planning,through job analysis, human resource effectively predict future, formulatereasonable configuration,management personnel allocation plan, the human resources, implementing the dynamic regulation of science, developed a human resources development planning of A company; Two is to construct a rational organizational structure, the establishment of specialized human resources department, variable linear type for the flat organization structure, organization chart has established A company after optimization;Three is to optimize the recruitment methods, strengthen the internal recruitment and promotion mechanism,optimize the external recruitment test method,according to the type of position, classification formulate recruitment testscheme, using the comprehensive score of merit staff, implementation of company personnel and post matching;Four is the construction of targeted training system, through the question naire survey to collect training demand, training demand information, in view of the present situation of A company training set induction training, job training and education of the trinity of staff training system;Five is the establishment of the scientific job performance evaluation system,determine the key indicators of performance appraisal through classification,take the difference of evaluation standard, improve the accuracy of performance appraisal;Six is the establishment of incentive mechanism by adopting multiple employees,salary incentive, incentive,emotional incentive trust,honor incentives to improve employee enthusiasm and work efficiency. Through the above optimization strategy implementation to achieve optimal allocation of A company human resources, so as to promote the healthy and sustainable development of A company.