Research On Optimization Of Human Resource Allocation Of S Division In KL Company

Among all domestic enterprises in China,transnational corporations have become the most active and influential force in contemporary international economy and trade.The implementation of localization strategy is not only an enterprise strategy for transnational corporations to seek development in the global market,but also an important strategy for their globalization.The localization of human resources and the optimal allocation of human resources are also the core parts for these transnational corporations to achieve localization and healthy development.With the continuous updating and evolution of China’s domestic market environment,KL,as an early foreign company stationed in China,urgently needs to make corresponding changes and transformations with the domestic economy and demand environment.Among them,the human resource allocation of various business divisions of KL has also ushered in significant opportunities for innovation and optimization to meet the iterative market environment.Under above background,this article takes the S Division of KL Company as the research object to firstly introduce the research background and relevant theories of human resource allocation,summarize relevant research literature at domestic and abroad,and use these as the theoretical basis for optimizing the human resource allocation of the S Division of KL Company.Secondly,to briefly introduce the basic status of human resources allocation in S division by using questionnaires and face to face interviews,then identified main issues such as unreasonable human resources structure,mismatch between personnel and positions,cross functional collaboration not smooth,low sense of belonging,and low human resources efficiency.Thus,to summarize the main reasons for the related issues:lack of scientific human resources structure planning,unclear personnel and position goals,and lack of cross functional collaboration processes Based on the actual situation of the company and the division,this article is aiming to optimize and design a methodology for relevant issues in terms of insufficient humanistic care and incentives,and imperfect circulation mechanisms and training.Finally,in order to ensure the effective implementation of the optimization measures,corresponding system guarantees,system guarantees,the establishment of supervision departments,increased training and other safeguards measures have been proposed.The final conclusion of this study is to find out the human resource allocation optimization plan for the S business unit of KL Company,adapt it to the global economic restructuring and market environment changes,and seek continuous innovation and development.It is hoped to introduce new ideas in the optimization of human resource allocation system for companies with similar character of KL.