What should enterprises pay attention to when choosing a recruitment management system?

More and more enterprises are beginning to pay attention to whether labor costs are competitive in the industry. With the acceleration of global integration, it has become an indisputable fact that the absolute value of labor costs has increased year by year, but is the per capita efficiency index also increasing year by year? Is the enthusiasm and creativity of employees effectively developed? These problems can be solved by optimizing the allocation of human resources, and the ultimate goal is to achieve the matching between individuals and positions and improve the overall efficiency of the organization.

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, but he did nothing. For an organization, once a considerable number of people in the organization are pushed to the point of incompetence, it will lead to overstaffing and inefficiency, leading to mediocrity and stagnant development. So, this needs to be simple.