Research On The Optimization Of Employee Qualification System In Jiyue Company

From the advent of 1G to the birth of 5G(5th Generation Mobile Communication Technology),the iteration of mobile communication technology has never stopped.With the start of the glorious first year of 5G,the mobile phone industry has entered a new era.Many enterprises have seized the opportunity of technological development to achieve scale expansion and rapid development,and created a good pattern of second entrepreneurship.In the field of mobile phones in China,OPPO is undoubtedly the leading company.Looking back on the development of the last five years,it has achieved remarkable results in terms of us er reputation,corporate image,and market share.Following the development of OPPO brand,Jiyue has also entered the stage of secondary entrepreneurship.In order to meet the challenges of market uncertainty and internal management of the organization,th e organizational reform of Jiyue began in 2017,taking the optimization and adjustment of the qualification system as the key work,accurately grasping the law of talent capacity and development,encouraging employees to constantly surpass their own capaci ty,striving for a breakthrough in performance,and bringing a basic framework for the orderly development of other management work.Based on the current development status of the industry and in combination with the current situation of the enterprise,th is paper analyzes the status quo of the post qualification system of Jiyue by referring to a large number of literatures,and finds the following problems existing in the qualification system through investigation and research: failure to make overall plan ning when constructing the qualification system,the structural imbalance of human resources,the lack of paths and standards for employee career development,the misalignment of the system and employee training,etc.,These problems which are mainly attrib uted to the lack of scientific and effective organizational planning and clear cognitive standards,it is difficult to form a unified cognition in job design,and the job qualification design deviates from the direction of employees’ career development to a great extent.In response to these problems,this article proposes specific solutions to aspects such as the sorting of employee qualification level,behavior standards,implementation of certification and the application of results,especially the adjustment of the development channels of the two positions of sales and sales management.There have also been optimizations and improvements in the setting of employment standards.The effective implementation of the optimization scheme of the qualification system also needs the guarantee of organizational leadership and professional ability.The research results of this paper accurately grasp the characteristics of sales enterprises and flexibly use the theory of qualification system.The suggestions put forward will effectively solve the problems such as the unclear talent development channel,unclear talent training objectives and insufficient internal motivation for self-development,and provide references for enterprise employee develo pment and management.