Question 1: Putting the right person in the right position will always make mistakes of one kind or another. For example, improper configuration will reduce efficiency; Regret after the promotion decision: incompetence ... I hope to get expert advice. )
A: The above confusion can be understood from two aspects: how to carry out scientific post allocation; Job matching in promotion.
How to carry out scientific post allocation
First of all, through scientific work analysis, the specific requirements such as work objectives, responsibilities and task nature are qualitatively and quantitatively analyzed; Secondly, the on-the-job personnel are investigated, analyzed and evaluated from the dimensions of knowledge, ability, experience and personality. Third, draw a radar map of adult posts that matches the key considerations, and compare the evaluation results of on-the-job personnel with the post requirements. Close people can consider taking up their posts, but the problem that cannot be ignored is that people's growth is dynamic and changes with the influence of the environment. Therefore, pre-job and on-the-job training is essential.
2. Job matching in promotion
(k) According to Peter's principle, in various organizations, employees tend to be promoted to positions they are not qualified for, because they are used to promoting qualified personnel at a certain level. This phenomenon is everywhere in real life: a professor with a professional title is incompetent after being promoted to the president of a university; An excellent athlete was promoted to be an official in charge of sports without doing anything. For an organization, once a considerable number of people in the organization are pushed to the point of incompetence, it will lead to overstaffing, inefficiency and mediocrity and stagnation of development. Therefore, it is necessary to change the simple promotion mechanism of "promotion according to contribution" of enterprise employees, not because someone has done well at a certain post level. It is inferred that this person is sure to be qualified for a higher position. It is necessary to establish a scientific and reasonable development mechanism for personnel selection and multi-track promotion, objectively evaluate the ability and level of each employee, and arrange employees to positions that they are competent for. The specific implementation procedure is similar to post assignment, but the difference is that it increases the dimension of the incumbent's ability, such as team building, leadership, corporate culture identity and other indispensable and important factors for promotion.
Question 2: With the development of enterprises and the change of external environment, it is important for enterprises to choose the appropriate organizational structure in time and improve the efficiency of resource allocation. So, what influence does the organizational structure have on the optimization of post setting?
A: This problem can be analyzed from two aspects.
Influence of organizational structure on post setting optimization _
Organizational structure will inevitably fundamentally affect the allocation of employees. For example, the organizational structure of the division system is not very economical from the perspective of staffing: for the sake of independence, each division will set up similar departments or positions; Personnel in key positions are scarce in any enterprise, and if they are assigned to various business departments, the overall talent utilization efficiency will be greatly reduced; On the contrary, it is economical and efficient to choose matrix organizational structure and concentrate on using human resources in key positions. However, enterprises should also consider other important factors when sorting out or rebuilding the organizational structure: the company's industry characteristics, strategic objectives, culture, scale, development stages, business processes and the status quo of human resources, optimize the organizational structure and post allocation under the premise of systematic thinking, and improve the management efficiency of human resources.
2. The influence of organizational structure levels on post setting optimization: The number of levels of organizational structure determines whether the organization is pyramid-shaped or flat, and also has a great influence on post allocation, especially on the number of management posts. If there is one more level, a number of management posts will need to be added, and with the increase of management levels, efficiency will often decline. Therefore, enterprises should start with optimizing management levels, remove redundant layers, optimize post setting, reduce labor costs and enhance market competitiveness.
% Question 3: "Three monks have no water to eat" is a typical portrayal of inefficient teams in some enterprises. How does the team move from predicament to efficiency?
A: The optimal allocation of human resources is not only reflected in letting the right people do the right things, but also in the rational design of organizational structure and the combination of department or business team members. An efficient team should meet the following conditions:
4. Complementarity principle The combination of team members should be as complementary as possible in terms of knowledge, ability, personality, age and way of thinking. For example, the combination of "Mr. Future" and "Mr. Officer" of Oracle Bone Inscriptions Company. 199 1 year, Oracle Bone Inscriptions was in serious trouble. Customer satisfaction declined rapidly. The salespeople in Oracle Bone Inscriptions sold a lot of undeliverable software. 199 1 year, Oracle Bone Inscriptions lost120,000 yuan for the first time. With the help of the headhunting company, Ellison found Ryan at 1992, who once presided over the Dallas office of Bos Consulting. Ryan is often called "Mr. Police Officer", just like the Chief Operating Officer. He quickly accepted the organizational challenge, reorganized the sales organization, established Oracle Bone Inscriptions's service business, and established a strict management process within the company. By 1997, Ryan has helped the company grow to a revenue of $5.7 billion and a net profit of $8.2/kloc-0.0 billion. As a combination, they are much stronger than when they exist alone.
2. The principle of value orientation convergence! It is the foundation of team efficiency that team members strive for a common vision. Inspired by the common goal, everyone's value orientation should be basically the same, otherwise there will be alternatives, and alternative figures are lethal to team cohesion and work efficiency, and should be identified and eliminated as soon as possible. When talking about how to lead the team, He Jinghua, president of UFIDA, said that my management philosophy is that you give me a team with 60 points. I gave him 80 points. The growth of 20 points is a hurdle, and crossing it is a great progress. First of all, I want to make sure that every member of the president's meeting can understand my ideas, the operation mode I hope, the process and the result I hope.
The principle of consistency comes first. All systems, processes and rules in a team need to be understood by team members. On the basis of reaching an understanding, everyone can abide by it. On the contrary, any balance and coordination afterwards will affect the construction of team culture.
Whether the allocation of human resources is reasonable has a great influence on the short-term performance and long-term development of enterprises, which should be paid enough attention to.