Human Resource Allocation Based On The Quality Of Personnel

The theory of modern human resources revealed that human resource allocation based on personnel quality has a positive effect to improve job performance. Nonetheless, it still has not become a common practice. The matching between personnel quality and post mainly accomplish by staff movement after induction. Through the flow of people, person who’s quality can’t match the existing position transfer to other jobs. However, whether can the staff movement accomplish personnel allocation and what gaps does the effect exist compare to Personnel optimization configuration. It still lack of targeted research about the problem.The paper is about to study the matching effect between human quality and positon which is come true by staff turnover. Therefore, company of M is choosed as the sample. In the company comprehensive quality tests haven’t been carried out in the recruitment process. But after the employee orientation, the people who can’t do well in this job can transfer into another job to achieve the optimal allocation of personnel.The study of personnel quality and position proceed respectively from two dimensions of intelligence and competency. In the aspect of competency, sales person is choosed as the sample. Firstly, we carry on a comprehensive competency test for the on-the-job sales personnel. And then, we find out the quality that can distinguish excellent group and general group. Finally, we analyze if there is dislocation of competency. The result shows that there is a certain extent dislocation of competency, indicating that it is feasible to make human resource allocation based on competency.In terms of intelligence, we choose three different development jobs. Firstly, we carry on a comprehensive intelligence test for the on-the-job development personnel. Then, the respondents are divided into excellent group and general group based on their position and ensure ability project that can significantly distinguish the two groups. At last, we see if there are some person who’s score is not good in the intelligence that need in this job, but in other aspect their score is very high. The results show the phenomenon that personnel intelligence can’t match the job is universal among development person. This suggests that just rely on staff movement can’t achieve matching between intelligence and position. Therefore, human resource allocation based on personnel intelligence is feasible.