Research On The Influence Of Person-post Matching On Job Performance In ZLMY Company

With the rapid development of social economy and the intensification of competition among enterprises,many senior managers of enterprises have begun to realize that human resources have gradually become the core competitiveness of enterprises to survive and develop.The introduction of high-quality talents from outside is also a way to optimize human resources.However,the effective allocation and rational use of human resources are paid more attention to by modern enterprises.Only by placing the right employees in the right positions can they give full play to the initiative and enthusiasm of employees and create greater value for enterprises.Therefore,the problem of person-post matching has gradually become a hot topic in the research of enterprise human resource management.In the past,most of the researches on the relationship between person-post matching and job performance are single dimension or with other dimensions.However,there are few researches on the relevance of person-post matching,engagement,and performance at work in the same context.In this regard,in order to better overcome the limitations of previous scholars' research,this paper will take the data and materials of Zl MY company as the specific basis and carry out the correlation analysis from the perspective of job engagement,discusses the influence of person-post matching on job performance,and provides new ideas for improving employee's work performance from the perspective of person-post matching.On the basis of consulting the literature on person-post matching,work engagement and job performance,this study conducted an interview survey on the problems of zlmy employees in the aspects of person-post matching,work engagement and job performance.Combined with the relevant research situation and literature review,and referring to the mechanism of trait factor theory,job requirements resource theory,the premise and model of this research are set up,the research model of this paper was 265 of the questionnaires sent and received met the requirements of validity,and the reliability and validity of the data were this paper introduces SPSS25.0 software and AMOS24.0 software to further develop the test of reliability and validity the person-post matching scale,work engagement scale and work performance scale used in this study have high based on correlation and regression analysis,and mediating effect test.Through correlation analysis,regression analysis and mediating effect test,the results show that: person-post matching degree has significant positive prediction on task performance,interpersonal promotion and work dedication;person post matching degree has a significant positive prediction on work engagement;work engagement has a significant positive prediction on task performance,interpersonal promotion and work dedication;work engagement plays a part of intermediary role between person-post matching and work performance.The research results of this paper provide relevant management countermeasures and suggestions for improving the person-post matching and improving performance management of ZLMY company,which is conducive to the effective allocation of enterprise resources,improving the work input of employees,and promoting the maximization of personal performance and overall performance of the company.At the same time,it also provides reference for the person-post matching and performance management of enterprises in the same industry.