How to make enterprise posts and personnel quota

Steps of creating posts and staffing

Before creating posts and staffing, the most important thing is to set up the organizational structure of the enterprise, and then to assign responsibilities. After creating posts and staffing, it is necessary to assign personnel, namely, responsibilities, posts, staffing and staffing.

responsibilities: including department responsibilities and post responsibilities; Personnel quota: on the basis of personnel quota, it is to provide qualified personnel for each position of the enterprise in strict accordance with the quota and the quality requirements of the position.

staffing is a difficult point in enterprise post management, which lies in the understanding and understanding of the actual work situation and needs of the department; The difficulty is that it is easy to fall into the misunderstanding that because of the lack of theoretical methods, you can only "slap your head" in design and compilation.

The basic basis of job creation and staffing

is the enterprise's development strategy and business objectives

This is not very clear in many enterprises. It is often met with great resistance to ask one or some departments to cut jobs or personnel based on their feelings or impressions.

in fact, the basic basis of the establishment of posts and personnel quota is the development strategy or business objectives of the enterprise itself. What kind of strategic objectives the enterprise should achieve in a specific period constitutes the center of all the work of the enterprise, including the establishment of posts and personnel quota. If the strategic goal of the enterprise is unclear or not at all, all the work in the enterprise will lose its direction and basis, including the establishment 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, and in this case, it is impossible to make posts and personnel quota. Reluctantly, it is also unconvincing. As a well-known consulting company in China, Yingteng Consulting has designed the organizational structure and staffing plan for many enterprises, which has been highly recognized by customers.

The purpose of posts and personnel allocation is to achieve a reasonable match among "people, posts and things", so as to achieve the goal of "making the best use of people and talents". The most important thing here is to first understand the "things" that enterprises should do. Have a work goal, and 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 problem, it must involve a series of internal and external factors of the enterprise, such as economic environment, market competition, technological changes, customer demand and other aspects. Understanding the strategic objectives of an enterprise is a prerequisite for its development.

The specific basis of job creation and staffing is the workflow.

After the strategic objectives are clear, it doesn't mean that job creation and staffing can be carried out automatically. The specific design of posts and personnel allocation needs to straighten out the work flow 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 workflow will inevitably lead to different job settings. The optimized process can give the most effective post setting, while the old process can easily lead to the inefficiency of post work. Therefore, a prerequisite for the establishment of posts and personnel is "process optimization".

when it comes to process optimization, it is easy for people to think that it is a complicated job. In fact, the process is just a method and process to complete the task objectives, and the optimization methods and degrees it can adopt can also be different according to the complexity of the objectives. Process reengineering, which involves the overall change of the enterprise, is an optimization, and so is the minor change of local processes. As long as the new process can make the output greater than the output and is a value-added process, it is an optimized process. We find out the key links in the optimization process, set them as posts, give them responsibilities, and allocate the corresponding number of employees according to the workload of this link, so that it can be scientific and reasonable to set posts and personnel.