What is the "post competition system"

On the internal competition system of enterprises

Breaking through the traditional principle of employing people to compete for posts and selecting talents

At present, the personnel system reform of many domestic enterprises is advancing, one of which is the competition for posts in departments. With the rapid growth of China's economy for more than 2 years, "market competition is talent competition" has become a fact that domestic enterprises have come to know. The acquisition, deployment and use of talents is the core work content of enterprise human resources department in recent years. Starting from state-owned enterprises, internal competition for posts, as a method for enterprises to obtain talents, has been gradually extended to various types of enterprises because of its strong competitiveness and scientificity.

since March 24, the human resources department of Aussie International has set out to establish an internal competitive recruitment system, emphasizing the principles of fairness, openness and justice from the aspects of pursuing the rational development, allocation and use of talents, and organizing several competitive recruitment evaluation work in view of job vacancies in some departments, which effectively inspired the morale of employees and broadened the talent path for the company.

Helping employees to make career plans

In the Administrative Measures for Internal Recruitment, which was officially promulgated in December last year, it was clearly stipulated that the company "newly established institutions need to create new posts; Business development, the original position needs to increase the number of positions; Changes in organizational structure and readjustment of existing posts; Job vacancies caused by promotion, etc. "and the recruitment situation needs to give priority to selecting talents from within. In fact, the internal employment of talents is formulated as a basic system, which establishes an administrative foundation for the company's talent development and reserve work and the promotion of company employees' positions.

"The most outstanding advantage of the establishment of the internal competition system is that it can motivate employees to make personal career plans." Fan Huajin, head of the company's administrative department, said, "The recruitment of clerks and assistants in the company must first be tested for related skills, such as computer knowledge, professional theoretical foundation and departmental planning ability, and then further assessed by the company's personnel department, and then checked by the head of the recruitment department. Those who meet the requirements will make a public speech at the competition site, and the direct leaders and cooperation departments will be judged by the judges. When employees are not well prepared, if they fail to compete successfully, they will inevitably find their own shortcomings and need to continue learning in a certain aspect, so that they can make plans for their work direction. "

Ms. Li Shaomei, who is currently the HR assistant of Aussie International Human Resources Department, is the first person to compete successfully after the company started the competition procedure. She once worked in the document control center of the company headquarters for more than a year. In her own words, she knows all aspects of the document control work like the back of her hand. What this job requires is to be careful, to be able to summarize all kinds of fax documents in place, and to deliver them to all departments of the company in time without disorder and error. For her, who was very worried, she handled this kind of work in an orderly way after she joined the company for one month, which was well received by her colleagues. "After a long time, I will inevitably get tired of the repetitive work, not to mention that I have always wanted to study more, so I have repeatedly requested to change jobs." Li Shaomei is a very demanding person. After learning that the company's human resources department wanted to recruit personnel assistants, she found the new director of the department at that time, Fan Huajin, and the director of Fan Huajin also moved the idea of starting an internal competition system in the company.

after being notified to participate in the competition, Li Shaomei made a plan for her future work. She thinks that personnel work is an important part of the company's management work, and she must strengthen her study in this area so that she can successfully win the position. Combined with her previous work experience, Li Shaomei read many books on personnel management during the preparation time and made full preparations for the exam. In the end, because other competitors failed to meet the job requirements and lost their qualifications, Li Shaomei got the position of personnel assistant. Now she gives full play to her ability in this position and has been rated as "excellent employee" and "top ten employee" for several months in a row. When asked about her future work plan, Li Shaomei's thinking is very clear. She said that through competition, she understood that she must be conscientious, work hard and learn more professional knowledge of personnel work in this position. Only in this way can she improve herself and gradually move towards a higher position. On the other hand, Li Shaomei also believes that personnel work has frequent communication and exchanges with various departments of the company, which can fully exercise their communication and expression skills and learn other knowledge from other departments, which is very meaningful for their future career. "If the time is ripe in the future, I will participate in such a competition!" Li Shaomei is full of confidence in her future.

competitive employment is an effective training method

in the process of "competitive employment", the judges defined the quality requirements related to the target position, and sorted the competitors according to the comprehensive quality level, which is not only an effective training method for selecting managers, but also a valuable training method. On the one hand, competitors can get feedback about their own strengths and weaknesses from the judges; On the other hand, competitors can realize what is an important factor in post work from the evaluation process.

Li Yichao, the warehouse supervisor of the company, used to be a production planning administrator in the materials department. After learning that the position of warehouse supervisor of the company would be created through competitive recruitment last year, Li Yichao was fully prepared for the election.

In the question-and-answer session after the competitive speech, some judges asked what vouchers a department needs to receive the company's products, what principles it should adhere to as a warehouse supervisor, and who is responsible for delivering the products of this department, the transporter or the warehouse administrator? Because Li Yichao has little contact with warehouse management, he doesn't know much about the handling methods of such related departments' rules and regulations, and he seems to have some doubts about how to answer such questions. Later, Vice President Xu, who was one of the judges at that time, told him about the rules and regulations in this respect and some flexible handling methods, which benefited Li Yichao a lot after taking office, especially when he handled the events he asked at that time. He said that if the judges hadn't raised such problems that he hadn't paid attention to before at the competition meeting, it might be difficult to deal with in the future work, and the reminders from the judges would be of great help to his work.

After officially stepping into the position of warehouse supervisor, Li Yichao has communicated with warehouse employees many times as a newcomer. He thinks that he should put his position in order. Since the company trusts him and puts him in charge of warehouse management, it should strengthen his study and actively consult the old warehouse employees. They have rich and practical experience in warehouse management, which is exactly what they lack at present. In order to strengthen the theoretical knowledge of warehouse management and learn more about the experience of warehouse management in other enterprises, Li Yichao also bought many books related to warehouse management, and visited the warehouses of other companies under the leadership of the company to master rich practical knowledge. After returning to the company, he taught his knowledge and experience to other warehouse management through training, forming a good learning atmosphere. Nearly a year after taking office, Li Yichao standardized the placement of finished products in the warehouse; Organize the laying of floor slab, and implement the management of compound warehouse; Strengthened the follow-up of the materials to be delayed. The management of the company's warehouse, especially the finished product warehouse, has been significantly improved compared with before, and the first-in-first-out implementation of materials has reached more than 95%.

When it comes to the competitive employment system, Li Yichao is deeply touched. He said that this talent selection system has given many grass-roots employees opportunities to enhance their work enthusiasm. With the rapid development of the company, it is required that the post personnel enter the role quickly. The biggest advantage of selecting talents from the inside lies in this, because an employee who has worked in the company for a period of time recognizes and understands the company's corporate culture. If the ability is at the same level, the efficiency of handling the work should naturally be higher than that of recruiting from outside.

Job matching can reasonably arrange jobs

Generally speaking, the traditional information of human resources generally only includes some simple personnel information, such as gender, age, education and so on. However, this information can not fully and accurately reflect the quality of personnel, and it is even more difficult to judge whether the current personnel situation of the organization can meet the needs of future development. Through "competitive recruitment for posts", we can actually set up files on the ability level, personal characteristics and psychological quality of competitive employees, which will facilitate the matching of personnel and posts in personnel management in the future and arrange posts for employees more reasonably. After mastering the overall ability structure and characteristics of some existing personnel, the company's top managers can be familiar with the operation of the organization and provide the basis for making new management decisions.

in March this year, the company organized a competition for the director of the quality management department. Cao Guiqiang and Yang Wenchao, two quality controllers with more than one year's service in this department, participated in the competition. Judging from the results of the competition, their macro control and professional knowledge of quality management are still slightly insufficient, but they fully demonstrated their outstanding ability in production management during the competition. So the company appointed two people as deputy directors of the production department because of their positions. After a period of time, their performance and achievements are obvious to all, the customer complaint rate is obviously reduced, and the return management process is scientifically planned again under their management, which improves the overall work efficiency of the production department. Personally, they have found the direction in which their personal values can be fully reflected, and for the company, more suitable talents have been selected for this position.

in terms of marketing that radiates across the country, the forms of competitive recruitment system are different. Due to the reasons of the region and the nature of work, the competitive recruitment process may not necessarily go through several fixed processes, such as giving speeches and answering questions. Generally, it is through applying to the performance management department of the company and comparing them with each other as reserve cadres after assessment. The leaders of marketing centers can set up reasonable jobs for them through their performance. The marketing administrative structure of the company's branches and offices all over the country is business manager, business supervisor, salesman, shopping guide supervisor, tally clerk and shopping guide. When a shopping guide applies to be a tallyman, due to the nature of work and personal performance, the company will arrange the position of shopping guide supervisor, and the tallyman will apply for the position of shopping guide supervisor and eventually become a salesman. According to the data of the company's personnel department, the total number of employees at all levels in the company's national offices is around 4,, which is actually a big pool. It is an important topic for the personnel department to give full play to the work enthusiasm of employees all over the country, reserve talents for the company's development and discover talents. There are a lot of talents in this team of more than 4, people. Through competitive recruitment, office heads, company performance departments and personnel departments can understand the skill level and status of outstanding employees, arrange posts for them reasonably, give full play to their personal abilities and improve efficiency.