The Optimization Tactics On Competency-based Person-post Matching Of Middle Managers In XH Company

As production capacity and the supply-demand relationship,both of which are considered the barometer for enterprises,taking on a new look every second,there goes on a fierce battle in the substrate industry of China.To actively keep pace with market changes and win in this invisible war,the strategic direction and management concept of enterprises need to be renovated and upgraded.That to be said,problems concerning human resource management,especially the competence of the management group,are often exposed in this process,which has held the development of enterprises back by the elbow.Middle-level managers are considered the bedrock and main force in promoting enterprise reform.The deconstruction of the mismatching of personnel-post in middle-level managers boosts the performance of the whole company and fuels the realization of the expected and idealized reform.It is unveiled by competency-related works that the personnel-post matching is a dynamic model and literally speaking the conception can be divided into two meanings: whether the person matches the position and vice versa.Typically,competency assessment tools are used to diagnose the personnel-post matching problem.If the person mismatched the post,the company will launch a competency-based human resource development to guarantee rematching of personnel and post.If it is the reversed case,then the company will redesign the post requirement to achieve a personnel-post matching.The performance and competency of middle-level managers reflect the real-time state of personnel-post matching.Reassessment and adjustment are needed in seek of a matched personnel-post state only if the above two references change.Taking XH Company as the major investigation subject,the paper examined the reaction XH Company took during its transition process to defeat the problem of middle-level managers’ incompatibility using competency and dynamic personnel-post matching principle.The interview investigation reflects that what impedes XH company’s reforming steps are the mismatching of individual personality and perception,vocational knowledge and proficiency,and management philosophy and practice with its posts.Based on the dynamic person post matching model,the paper diagnosed the competency level of the middle-level staff in XH company using the MBTI scale and competency evaluation data of XH company.Building on that,the paper sketches out the middle-level professional disposition and the company middle-level competency norm and individual level curve.By comparing the excellent group and poor group,it tries to obtain the elements of significant differences.By comparing every middle-level personnel with the high-performance level and norm,the paper locates the factors which lead to significant divergence at the individual level.Then the paper goes further by making a thorough examination of these discrepancies to unveil the organizational and individual roots of the personnel-post mismatch.Finally,using the matching post and personnel-related theory,the paper designs refined and renovated strategies according to XH Company’s current situation,including the introduction of the qualification management system,arrangement of competition for the middle-level posts,regular specified training,and the implementation of post responsibility redesign.Through these measures,XH Company’s organizational performance has been improved,which successfully boosts the enterprise’s transformation.