People post on the optimal allocation of human resources that match the model analysis

Abstract: Human resource access is not a simple accumulation, rational and efficient allocation is to improve the overall efficiency of the organization and access to the core competitiveness of the basic premise in order to reduce the organization staff in the configuration of the blindness, subjectivity, and enhanced configuration when the feedback function and point features, the complex requirements under the posts, the establishment of human resource allocation model to help business-to-human resource allocation analysis and adjustment of status, with minimal labor costs to maximize organizational effectiveness.

Keywords: human resources, people post match, organizational costs

One of the problem
Amit and Schoemaker said that if a lot of resources for many successful companies are generally important, then this resource can only constitute a necessary condition for business success, but not sufficient condition, even if two companies have almost exactly the same resources, they output and business development may also be very different. Needless to say, highly educated, high-grade personnel on behalf of a certain quality and level of resource scarcity is self-evident, but a non-overlooked phenomenon is that some companies While gathering a large number of highly educated, high-grade talent, but because people on the configuration of mismanagement, not expected to produce the desired effect, so companies get more and more emphasis on talent and training at the same time, the organization should put emphasis on How to make people work more effectively, rather than the simple accumulation of talent. enterprise business needs with the talent just is not enough, in order to get the core competitiveness, must be reasonable and efficient allocation of human resources, in full potential of each person, while rapidly improving the overall performance.

At present the optimal allocation of human resources research, there are two: First, focus on the ability of human capital measurement, from an economic point of view, through the effects of the marginal product of human capital theories of value of human capital to access the merits of the standards, the establishment of human the ability to measure the capital value of the model which the value of measuring human capital, meaning a very useful reference, but not from the corporate structure in this direction and position requirements, to enhance the competitiveness of enterprises and organizations not mentioned benefits, the company's operational is not strong, stay in the study only measured levels of the value of human capital. Another study of human resources and improve organizational effectiveness issues, designing a two-way choice models and competency-based model for optimal allocation of human resources, corporate human resource optimization problems of practical significance, but the former were considered on the basis of matching with the job, failed to consider the organizational cost, talent-level differences determine different levels of remuneration, the optimal configuration may be more than one, may cause human people with higher levels in the middle position, organizational costs too much, while the latter simple evaluation based on the ability of candidates, one capability includes all aspects of quality, from its overall evaluation, the evaluation of people demanding , a candidate must be a comprehensive understanding of all aspects of the situation, and second, there is no specific targets for reference, its evaluation is highly subjective and the third is do not have the feedback and evaluation point function.

The author combines the first two ideas, based on the establishment of a post match people based on the human resources model evaluation factors combined with the extraction of the characteristics of jobs, job description and a direct reference to higher views, including academic requirements, experience requirements, innovation decision-making ability, personality requirements in all aspects, and depending on the position to assign different weights evaluation factors selected according to their own characteristics, requires the ability to quantify and instructive. The final program selection fully Kaolv organizational costs, combined with the candidate the remuneration levels for the optimal choice.

2 Model Construction methods

2.1 staff positions to determine the required configuration, job number and job evaluation of all elements of n must be configured with staff positions, denoted by E, / = 1,2, ..., n., m jobs, denoted by Pj, j = l, 2, ..., m; as general job in a competitive state, often more than the number of job candidates, it is assumed that n> m. participants post match test, we must first determine the positions of the incumbent's request, we can With the job description to extract evaluation factor. a job qualifications including education, work experience, all aspects of quality, ability, personality requirements, the job evaluation factors with a collection that is r = [r. , T, ..., Tn1. Because the need to configure the level of staff positions differ, the level of talent within the organization is divided into four types, namely a post-graduate degree or intermediate professional titles who have obtained bachelor's degree or advanced vocational and technical qualifications who have a college degree or vocational qualification certificates to obtain the intermediate, secondary, junior high school or obtain vocational qualification certificate corresponding to the wage level of workers is denoted by (/ = 1,2, ..., n; k = l, 2,3,4, usually R / 1> Rr2> Rr3> R / 4.

2.2 Employees and job match test

2.2.1 The employee self-assessment of interests and specialties according to their own employees to participate in different positions to match the test. Because of the different duties in different positions on the staff of the comprehensive requirements are different, the evaluation of the weighting factors will vary,

2.2.2 Organization of personnel evaluation in order to ensure the effectiveness and fairness of evaluation, the staff supervisor evaluation of the various elements and positions of employees participating in test capability to understand all aspects of its evaluation of the situation, get the staff in different positions on the evaluation points, with the former scoring method, the establishment of the matrix y.

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3 model test hypotheses five employees of a company A, B, C, D, E to participate in A, B, C, D four post configuration. A first-level employees, their corresponding wage scales for the R, B, C is the second-level employees, the corresponding salary grade of R22, R32, D, E is the third-level employees, the wage level of R, R53. They were selected according to their interest to participate in a different specialty jobs matching test, The test results are:
Bank of China said that the positions vector matrix, column vector of said personnel. The first line of a staff participated in the A, B, C three jobs matching test for post D showed no lack of interest or ability. For simplicity, we made the following assumptions:
Only consider the direct superiors to test results, that is p = o, Z = Y;
As more people post less, a post dummy E, the corresponding test results with 0.

Find the optimal distribution of the use of Hungary and France plan:
Case I: A-A, B-B, C-D, D-C, E-E
Program Ⅱ: A-A, B-B, C-E, D-C, E-D
Two programs for maximum effectiveness of the organization are: 9 +9 +9 +8 = 35.

Can be seen from the allocation scheme, C and E D is homogeneous for the job, regardless of who in this post, the effectiveness of the organization are the same, so we use the second constraint equation, the wage level by employees consider the organization's cost based on the previous assumption, by the second constraint equation yields:
Solution I: 35 - (R11 + R22 + R32 + R43
Solution u: 35 - (R1l + R22 + R43 + R53
Since R> R, the program is easy to see the program better than I. Ⅱ

4 Conclusion
1) This model matches the level of personnel and posts for quantitative analysis, in order to optimize the allocation, but this quantitative analysis is based on qualitative analysis based on the model elements in the selection of the job evaluation process is qualitative analysis, evaluation is the evaluation factors to accurately determine the accuracy of the premise. organization should be based on the characteristics and requirements of each job to select the appropriate evaluation factor, and good weight distribution.

2) the optimal solution of the mathematical model is an optimal solution, but on the whole, whether the results can be optimized to achieve the desired effect, in addition to evaluation of the factors selected, the candidate personnel evaluation process is very important this point, and organizations can be considered self-evaluation score points to reflect the consistency or correlation if the measurement points from the score and organizational elements of the total score and the score is similar to the distribution of the same, indicating that the evaluation of the candidate who is effective, optimized The result is ideal when a larger difference, the organization must analyze the reasons for the problem, first look at the selection of evaluation factors is representative and consistent understanding of, and second, the subjective difference for the emergence of training instructions. to participate in evaluation should be preceded by the evaluation method, evaluation factors to understand the selection and evaluation should pay attention to issues and candidates eligible person described.

3) the results of the test matrix, the proportion factor p-value selection depends on the level of the organization and the quality of the candidates if the organization's hierarchy, the lower the quality of the candidates, the candidate's poor general self-judgment, then B's value should be small, so that the organization test scores greater weight, that is 1-p large, to ensure the accuracy of testing when the organization level and the quality of the candidates are high, more respect for candidates who wishes, B value of large, generally 0.5 ≤ B ≤ l. In extreme cases were taken p = o or B = 1.

4) the use of the above methods to optimize the organization's personnel structure is conducive to exclude staffing in a variety of human disturbance, reflecting the interaction between man and job matching and fairness. And reflects the overall capacity requirements of each job to the candidate human selection, promotion, set the course, but the allocation of human resources is a dynamic process, with the development of the organization, work process reengineering and related policy measures, job requirements are constantly changing. the model to organize a static point-based, does not reflect the dynamic requirements of the organization, which requires the organization of job description and model evaluation factors to be constantly updated selection. organization should be, depending on their internal and external environment, the organization's human resources to conduct regular testing adjustment.

5) the organization but also on the optimal allocation of factors affecting the organization to analyze and optimize the configuration of the organization environment. Factors including the cost drivers, investment income impact factor, impact factor strategic direction, management control, impact factor, cultural influence cohesion factor.

6) the optimal allocation of human resources is a systematic project, in addition to matching people with jobs, but also includes the optimization of the organization, position of the rational and efficient set, etc. These issues are also worthy of corporate concern.

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