Research On Personnel-post Matching Based On Competency Model In Huadian Zouxian Power Plant Of Shandong Province

With the deepening reform of market economy system,the market competition that state-owned enterprises need to face is becoming increasingly fierce.How to further reduce costs and improve efficiency under the existing conditions has become a basic problem that many state-owned enterprises must face in the process of reform.For electric power enterprises,on the one hand,"separation of power plants and networks,bidding for access to the Internet" and "marketization of electricity trading" point out the direction of development for such enterprises,on the other hand,they also put forward reform requirements for these enterprises.Faced with this situation,enterprises should fully recognize the importance of human resources,and improve the management efficiency by improving the mode of human resources management,especially by increasing the matching degree of personnel and posts,so as to achieve the effect of saving costs and increasing benefits.This paper takes the human resources management practice of Zouxian Power Plant in Shandong Province as an example,through the analysis of the existing problems and causes of the matching status of personnel and posts in the plant,puts forward the basic scheme to solve the existing problems of personnel and posts matching in the plant,and on this basis,introduces in detail the application of behavioral event interview method to establish a specific enterprise.The method and process of post competency model and how to measure and evaluate employee's competency using Lickett scale form form a relatively complete evaluation method of post matching based on competency model.On the basis of post competency model,this paper combs the establishment of competency model for the post follow-up human resources management work,especially the recruitment,allocation and training of employees.The innovation of this paper is mainly in the light of the characteristics of power enterprises,using behavioral event interview method and Likert scale,from two different perspectives of positions and employees,respectively,it introduces the detailed process of establishing post competency model and the specific methods of measuring and evaluating the competency of employees,and organically combines the two crucial factors of Person-Post matching and Person-Post matching.