How to do a good job in setting posts and staffing in enterprises.

Working principles of post and staffing

Strategic orientation, emphasizing the organic connection between posts, organizations and processes. Guided by enterprise strategy, and coordinated with the speed and efficiency of improvement process.

because of the present situation

Emphasize the adaptability of the post to the future. On the one hand, we must take the actual situation of the post as the basis and fully consider the basic conditions for giving full play to the value of the post. On the other hand, we should also give full consideration to the influence and requirements of a series of changes such as changes in internal and external environment, organizational change and process reengineering, and changes in working methods.

Work-centered

Emphasize the organic integration of people and work. Fully consider the professional quality and personal characteristics of the incumbent; Reflect the adaptation of posts to people, handle the contradiction between posts and people, and realize the dynamic coordination and organic integration between people and posts.

Take analysis as a means.

Emphasize the systematic thinking of post value chain. It is not only a simple list of responsibilities, tasks, performance standards, qualifications and other elements, but also a systematic reflection on the role that each link in the post value chain should play on the basis of analysis. Including the contribution of this position to the organization, the internal relationship with other positions, the position and role in the process, the interaction and restriction of its internal elements, etc.

Key points of job creation and staffing

The basic basis of post and personnel setting

It is the development strategy and management goal of an enterprise, which is not very clear in many enterprises. According to facts and feelings or impressions, it is often met with great resistance to ask one or some departments to lay off employees. In fact, the basic basis of post and personnel allocation is the development strategy or business objectives of the enterprise itself. What kind of strategic goals an enterprise should achieve in a specific period constitutes the center of all its work, including posts and staffing. If the strategic goal of an enterprise is unclear or there is no strategic goal at all, all the work in the enterprise will lose its direction and foundation, including the setting of posts and personnel. This seems to be a very simple truth, but in practical work, we will often encounter similar situations: the business objectives of enterprises are unclear, or clear but unscientific, in which case, posts and personnel can not be fixed. Barely speaking, it is also unconvincing. As a well-known consulting company in China, Yingteng Consulting has designed organizational structure and staffing scheme for many enterprises, which has been highly recognized by customers. The purpose of post and staffing is to achieve a reasonable match between "people, posts and things", so as to achieve the goal of "giving full play to people's talents". The most important thing here is to understand the "things" that enterprises should do first. With a work goal, then you need the corresponding posts and people to do it. Of course, the strategic goal of an enterprise, that is, the determination of "things", is not a simple question, it must involve a series of internal and external factors of the enterprise, such as economic environment, market competition, technological changes, customer demand and so on. Understanding the strategic objectives of an enterprise is the premise of its development.

The specific basis for creating employment opportunities and staffing is workflow.

After the strategic goal is clear, it does not mean that the setting of posts and personnel can be carried out automatically. The specific design of post and staffing needs to straighten out the workflow first. Earlier, we talked about the matching between "people, posts and things", in which "things" are the foundation. But there can be many processes to do the same thing. Different workflows will inevitably lead to different work settings. The optimized process can give the most effective job setting, while the old process easily leads to low job efficiency. Therefore, one of the prerequisites for the establishment of posts and personnel is "process optimization". When it comes to process optimization, it is easy to think that it is a complicated job. In fact, the process is only the method and process to accomplish the task goal, and the optimization method and degree it can adopt can also be different according to the complexity of the goal. Process reengineering, which involves the overall change of the enterprise, is an optimization, and so is the minor change of the local process. As long as the new technology can make the output greater than the output, it is a value-added process or an optimization process. We find out the key link in the optimization process, set it as a post, give it responsibilities, and allocate the corresponding number of employees according to the workload of this link, so that we can set up posts and personnel scientifically and reasonably.

The setting of posts and personnel should start with business personnel.

There are many jobs in enterprises, especially large enterprises with complex production (or service) processes. In fact, among these positions, the most important ones are those directly engaged in business, which are the core part of the survival and development of enterprises. We must first clarify these core positions. There are certain proportional relationships among posts in an enterprise, and these basic proportional relationships should be grasped when fixing posts and personnel. First, the proportional relationship between direct business departments and indirect business departments; The second is the proportional relationship between direct and indirect management positions; The third is the proportional relationship between management positions and all positions. Although the determination of various indirect operating positions should be based on their respective optimized workflow, the proportional relationship between them and direct operating positions must also be considered. These proportional relationships are gradually formed in the long-term management process of many enterprises, and they are the accumulation of continuous optimization of everyone's workflow. In some developed countries, government departments often make statistics on key indicators of various industries and publish them publicly, including the statistics of enterprise positions.

Common forms of post setting

There are many forms to choose from in specific design, which can be summarized into three common forms: task-based post setting, competency-based post setting and team-based post setting. 1) Task-based post setting is to decompose clear task objectives according to the characteristics of workflow and implement them in a certain form. The advantage of this approach is that the job objectives and responsibilities of the post are simple and easy to operate. On-duty personnel can start work after simple training. At the same time, it is convenient for managers to implement supervision and management, and it has high efficiency in a certain period of time. In this form, the internal post management of enterprises mainly adopts a hierarchical structure with multi-level refinement. As long as employees have worked in this position for a certain number of years and have not made any big mistakes, they can be promoted and raised. However, the disadvantage of this post setting is that only the requirements of the task are considered, and the personal characteristics of the on-the-job personnel are often ignored, and individual employees often become vassals of the post. This form is very prominent in the era of mechanized large-scale industry: operators repeat the same actions day after day by the long assembly line. Over time, the enthusiasm of employees tends to plummet. In addition, because the task objectives can be quantified, the specific establishment of this post setting can also be calculated through quantitative indicators such as per capita labor productivity (or per capita profit).

2) Competency-based post setting is to decompose clear work objectives into posts according to the characteristics of workflow. But the difference is that the types of work are complex, the responsibilities are extensive, and the corresponding requirements for employees' work ability are comprehensive. The advantage of this setting is that the job objectives and responsibilities of the post are vague, so that employees will not stick to the scope of responsibilities set by a certain post, thus giving full play to their personal strengths, and then enterprises have the flexibility to cope with market changes. In this form, "broadband" management is often adopted for post management within enterprises, that is, the grades between posts are getting wider and wider. At present, many American enterprises have only six levels from top to bottom, and there is no clear division of responsibilities between posts at each level. The specific tasks undertaken by each post in the enterprise are completely adjusted according to the changes in the market. Because the personal performance of employees is difficult to be as simple and clear as task-based work setting, this form will require giving the direct manager greater responsibility, and the direct manager will make decisions, supervise and evaluate subordinates. But on the other hand, its shortcomings will also lead to increased uncertainty of work results, because the flexibility of employees has increased. At the same time, due to the higher requirements for employees' ability, labor costs and training expenses will also increase accordingly. This form is obvious in the era when the tertiary industry is dominant: many industries in the tertiary industry are highly dependent on people. In these industries, the ability and enthusiasm of employees have a great influence on the completion of work tasks, such as finance, insurance, consulting services, supermarket retail and so on. Because in this service industry, the tasks undertaken by specific posts need to complete a process in many cases, which is difficult to quantify. This post setting form often does not specify the specific number of personnel, but is controlled by a certain labor cost budget. 3) Team post setting is a more market-oriented and customized setting form. It focuses on providing customers with overall added value (overall solution), and combines relevant positions within the enterprise to form a team to carry out work. Its biggest feature is that it can quickly respond to customers and meet their various requirements. At the same time, it can overcome the problem that all departments and posts in the enterprise are self-enclosed and fragmented. For on-the-job staff, working in a team composed of people with various skills and levels can not only use the collective strength to easily complete tasks, but also learn a lot from each other and maintain a good mental state. Obviously, this is an ideal form of post setting. However, this form requires high management and coordination ability within the enterprise, otherwise it will easily disrupt the war situation. At present, its application is not popular enough, and it is mostly used in "project-oriented" companies, such as software design, system integration, consulting services, intermediary services, project design, engineering construction and so on. In this form of post setting, the determination of personnel is often combined according to the characteristics of customer requirements. Budget control method is often used in labor cost.

Steps to implement fixed posts and fixed personnel

(1) announce your position. Revise the job description according to the requirements of job classification, and announce the internal organization, establishment, specific positions and qualifications. (2) open registration. Those who meet the basic requirements of post setting shall apply for the proposed post on their own according to the requirements of post qualifications. ③ Qualification examination. All units shall examine the qualifications of open applicants according to the basic conditions of post-setting personnel. 4 exams. Each unit can take the test methods such as debriefing, defense and scenario simulation, and conduct necessary examinations and assessments on the basic knowledge and ability necessary for the personnel to perform their duties. ⑤ Democratic evaluation. All units shall, within a certain range, conduct public opinion surveys on the personnel to be employed and listen to the opinions of the masses. 6. Decide on the appointment. Issue letters of appointment, sign post responsibility letters and labor contracts.