Only by selecting people reasonably and doing a good job in selecting, employing and educating people can enterprises truly achieve a win-win situation in the development of enterprises and talents. Chen Bingheng, director (general manager) of Guangzhou Municipal Bureau (company), was hired because of the number of employees. Talent is the key to enterprise development. In daily work, we should do a good job in the discovery, training, exercise, use and achievement of "people", put the right people in the right posts, do what we are good at, and strive to create a vivid situation in which people can make full use of their talents and be full of vitality, so that enterprises can gain inexhaustible development momentum. Select people by post, and strive to know people and be good at their duties. "Selecting people for posts leads to governance, and selecting people for posts leads to chaos", that is, selecting people reasonably and selecting the best people according to the needs of posts, so as to give full play to their effectiveness and role. Fair choice. The selection and appointment of cadres is the focus of workers' attention, and it is necessary to know, select and employ people fairly, justly and openly. In the selection process, it is necessary to build a working mechanism of "selecting cadres accurately and allowing the masses to make the first trial", make the recommended positions and qualifications public, and combine the consistent performance of the nominated candidates with their work performance, select the best candidates, warm people's hearts and mobilize the enthusiasm of a group of people; In the concept of talent promotion, we should break the concept of seniority and merit, establish the idea of "using cadres by virtue and promoting by performance", break the "diploma framework" of high education and the "qualification framework" of seniority, and treat people by virtue, employ people by talents, have both ability and political integrity and reuse talents; In the selection mechanism, we should change "Xiangma" into "horse racing", select those who can stand the test of practice, achieve high knowledge, high promotion, high selection and high employment, and strive to create an equal environment for selecting and employing people. Take advantage of it. "A good horse can take risks, and ploughing is not as good as cattle. A strong cow can carry a load, and crossing a river is not as good as a boat. " We should make use of their strengths, look at the mainstream, look at the essence, pay attention to big problems, look at development, choose their strengths, abandon their weaknesses, use what they do, avoid others, focus on people's strengths and strengths, and make use of people's shortcomings and strengths. Applicable only in quantity. The lunch box is used to hold rice and the washbasin is used to wash your face. If it is changed, it will naturally be inappropriate. The same is true of employing people. Leaders should conduct a comprehensive, objective and fair investigation of the subjects and find out their advantages and disadvantages. At the same time, according to the current situation and demand of the post, we should scientifically arrange and reasonably use people, put the right people in the right posts, and properly combine their abilities and expertise to make up for the shortcomings and defects to the maximum extent. It is a science to employ people reasonably and strive to employ people at the right time, and all kinds of talents have their specific values. To give full play to the role of talents, we need to provide them with corresponding environment. Take it as its position. Virtue depends on the mainstream, and use depends on a skill. A person's qualifications and temperament are shortcomings from one angle and may be advantages from another. The key to employing people lies in how to treat and evaluate people's strengths and weaknesses with dialectical eyes. We should put the right person in the right position according to the needs of the post and personal specialties, so as to make the best use of people's talents, wishes, uses and uses. At the same time, we should not ignore their temperament and interests, but also consider their expertise, temperament types, interest characteristics and job suitability, so that all kinds of talented officers have a stage and space for development. Use it when appropriate. Tea should be picked when the leaves are tender, and people should be in the golden period. We should try our best to cultivate and use the most energetic, agile, brilliant and innovative talents of all ages. Let the sages get their places, and the talented people get their places. Let them take the lead in setting an example, play a leading role, and take the lead in setting an example at the age when their creativity is at its peak, and encourage them to contribute to the development and construction of enterprises. Use and revitalize. According to the actual work, the characteristics of talents and the needs of the situation, we should carry out timely rotation exchanges and personnel adjustments regularly or irregularly, break their original thinking patterns and behavior habits with new working environment and new tasks, and promote their initiative and creativity to be released continuously. It is necessary to organize two-way exchanges and multi-post exercises between government organs and grass-roots units, so that government cadres and grass-roots units can directly face the market, retail customers and consumers, which is conducive to understanding the grass-roots units, tempering their will and accumulating mass work experience; Workers who have worked at the grass-roots level for a long time do not know enough about the macro situation. With the help of office post practice, broaden your horizons, increase your knowledge, and enhance the standardization and pertinence of your work. Carefully educate people, strive to make people and everything prosperous, and the roots can be solid; Water can only be strong if it is raised. To realize the gathering effect of talents, we need to know and treat people with a scientific attitude, educate and guide people with scientific methods, and strive to create a good atmosphere of "giving opportunities to those who want to be officers and giving posts to those who can be officers". Manage people scientifically. To stimulate people's enthusiasm and creativity, it is necessary to establish a scientific and perfect incentive mechanism. It is necessary to properly handle the relationship between rewards and punishments, improve the talent assessment and evaluation mechanism, and discuss rewards and punishments with contribution and appointment of cadres with performance. We should praise, reward, promote and reuse employees who want to be officers, be officers and be successful. On the contrary, we should criticize and educate them in time and strive to create an environment conducive to the healthy growth of talents. We should correctly handle the relationship between leniency and severity. At the same time of strict requirements, education, management and supervision, we should care about and care for people, so as to be strict with love, strict with discipline, lenient with law, lenient with strictness and lenient with leniency. To handle the relationship between individuals and collectives well, we should not only pay attention to improving the quality and ability of individuals, but also pay attention to the scientific combination and structural optimization of talent teams, so that individuals in the group can make up for each other and achieve the effect that one plus one is greater than two. Carefully educate people. Talent is the foundation of success, seeking things first, then educating people. Leading cadres should constantly improve their theoretical thinking ability, establish systematic, multi-dimensional and creative thinking, enhance their understanding ability, research depth and observation breadth, judge the situation and plan their work from the overall height of the development of the country and the industry, analyze and understand the new situation, new characteristics and new tasks faced by the industry and enterprises with Scientific Outlook on Development Theory, base the development of enterprises on rational thinking, and use Scientific Outlook on Development to guide the work of enterprises. Middle-level cadres should constantly improve their reading ability and execution ability, accurately grasp the work requirements of superiors and the central and phased key tasks of enterprise development, think about problems from the perspective of politics and the overall situation, focus on the hot and difficult problems reflected by employees, and make their work clear, analyze problems thoroughly and come up with countermeasures; We should be good at working around the enterprise center and improve our ability to implement leadership decision-making, meeting spirit and work deployment. , refine the objectives and tasks at different levels, implement them to people, and ensure the good operation of all work in the enterprise; It is necessary to sort out and identify issues that are related to the overall situation, the concern of leaders, and the concern of the masses, and earnestly grasp the "bull nose" of the implementation work to ensure that the pieces have landed and the pieces have echoes. Grass-roots workers should improve their professional quality, that is, they should "know what they are doing" and have professional knowledge and skills in related work; To "do as you do", establish a good professional image and integrate professional characteristics into your words and deeds and every move; We should "do what we want" and work hard; We should stress professional ethics, win the trust with virtue and convince people with skill. Be generous and tolerant. People with "personality" often dare to break through the routine in their work. It is necessary to distinguish the essential difference between "relying on talents and being proud of things" and "insightful", be generous and tolerant, and dare to use people with "personality"; Everyone can make mistakes. We should believe that smart people will not fall down in the same place in succession, believe in the vitality and ambition of talent officials, allow failures and be kind to mistakes. Only when the industry is prosperous can it be gathered by the industry. An enterprise and leading cadres at all levels must have an eye for talents, the virtue of selecting talents, the ability to promote talents, the amount and method of cultivating talents, and the power of gathering talents to create a good atmosphere and environment for the healthy growth of talents. Chen Ji 'en's so-called job matching is to follow the principle that people suit their own needs and things suit them, and arrange people in the most suitable positions according to the differences of different individuals' abilities and qualities and the requirements of posts, so as to improve the individual's work efficiency, effectively accomplish organizational goals and obtain the greatest performance. The author believes that to realize the matching between people and posts, we should take competence as the core, focus on selecting people, employing people and educating people, and do the following. Clearly define and describe job responsibilities. It is just right to match the job responsibilities with the individual characteristics of employees. Enterprises should accurately define the scope of responsibilities of various departments and posts through scientific organizational design and post analysis, and equip appropriate personnel according to the competency standards required by post responsibilities. Define competency standards according to job classification. Competency refers to the sum of personal characteristics that determine an employee's competency in a certain post and can produce high performance, including knowledge, skills, communication and coordination, learning ability, social role, self-awareness, quality and motivation, and the influence degree of each corresponding dimension. The competence of each position needs different dimensions, and each dimension has different effects on the competence of specific positions. To formulate a scientific and feasible ability standard requires specific research and scientific certification. Find a feasible and effective evaluation method. How to scientifically evaluate the ability of competitors? Some enterprises often take competitive recruitment for posts, and take competitive speech as the core evaluation link to reflect their competence. The theme of many competitors' speeches is often "what will happen if I hold a certain position", and the resulting evaluation of competitors is generally divided into two categories: knowing how to do it and knowing how to do it. The author believes that it is unscientific to evaluate whether you have the post competence simply by using the hypothetical situation presented in the post-match speech. On the basis of the post definition and the analysis of the previous ability dimension, the leading position and the non-leading position are distinguished and evaluated in different ways. For non-leadership positions, we can evaluate the competence of competitors through resume analysis, daily work assessment and interview, and get the matching degree between competitors and positions; For leadership positions, we can use resume analysis, daily work assessment, written test, psychological test, interview, discussion without leading group and other forms to evaluate competitors' knowledge level, ability structure, work skills, career orientation and development potential item by item, and refer to psychological evaluation results and past performance. , comprehensively measure the matching degree between the competitor's ability and the post ability standard. On this basis, predict its performance, so as to make a more accurate evaluation of competitors in the shortest time. Re-matching is achieved through training and learning. After completing the evaluation of competitors' competence, we can realize the matching of people and posts by knowing people and being good at their duties. When choosing a job, the best candidate is selected by comparing the evaluation results of competitors' abilities with the post competence standards. If the best candidate for the post does not meet the very matching standard, competitors can find the gap according to the standard after taking up the post, and continuously improve the matching degree with the post through study or training; If there is no matching candidate for this position, it can be used as the basis for making overseas recruitment plans. For enterprises, through the scientific evaluation of competence, personal competence is consistent with job requirements. On the one hand, enterprises can choose the really suitable employees when recruiting new employees; On the other hand, in daily management, we should know people well and do their duty well, put the right people in the right position, and realize the self-worth of employees while realizing the development of enterprises. According to the role theory, a job can be said to be a role. If an actor's ability and quality meet the requirements of the script, and his "performance" process and results meet the expectations of the audience, then the "matching of people and posts" will be realized. To complete a perfect performance, in addition to the actors, we also need the cooperation of dance beauty, props, scenery, lighting, sound effects and so on. Similarly, in daily work, there is often a "role distance" between individuals and posts, and enterprises should strive to achieve "matching" between them, which is also affected by factors such as enterprise development and post setting. Because of this, the matching between people and posts is a dynamic development process. Appropriate role distance is of positive significance to stimulate employees' potential and enhance the vitality of enterprises, that is, in post management, employees are conditionally arranged to have certain challenging positions, "jumping to the next step", and through learning and training, employees are encouraged to adapt to post requirements and stimulate their potential, so as to achieve job matching; When this state tends to be stable, it means the beginning of a new "matching", that is, breaking the original matching state within a proper range, achieving a new balance through dynamic adjustment, and letting employees accept new challenges ... This is a spiral process. Enterprise human resource management workers should fully understand this feature, on the one hand, constantly improve the post setting, on the other hand, fully understand the quality and ability of employees and their changes and other factors related to job requirements, and make full use of learning and training, incentives, rewards and punishments, career planning, etc. Promote the integration of employees and positions and improve organizational performance. On the contrary, if the role distance is too large, the employee can't meet the post conditions, or there is a role distance in the opposite direction, the employee's ability is "surplus" relative to the post requirements, that is, the employee's ability is far greater than the post requirements, and there may be problems such as role conflict and role ambiguity, and there may also be problems of role invalidation, and even negative events such as resignation and dismissal. —— Ivan of Hangzhou Municipal Bureau (Company) of Zhejiang pursues the optimization of personnel and posts, gives full play to the maximum efficiency of human resources and post resources, and realizes the humanized configuration and scientific setting of "people-oriented, energy-oriented". Enterprises should make great efforts in post setting and personnel selection to achieve job matching. In terms of post setting, we should follow the principle of "fixing posts by posts, setting standards by posts, setting responsibilities by responsibilities, and selecting people by responsibilities" to fix posts, select people and do good deeds. Setting posts by posts means that enterprises set posts scientifically and refine the responsibilities, rights and benefits of posts; Determining the standard by post means that the enterprise puts forward corresponding standards and requirements according to the post responsibilities, so that employees can know what the standard is, how to meet the standard and how to punish it; Clear responsibilities, that is, to determine the specific responsibilities of post personnel, so that employees can clearly understand what responsibilities are and how to perform them; Selecting people by their responsibilities means refining their responsibilities and choosing people who meet the needs of the post to take specific jobs. In the way of selecting people, five-step selection method can be adopted, that is, interest, competence, adaptability, execution and responsibility are evaluated in turn, and qualified people are selected; Evaluate according to endurance and endurance, and choose people with endurance; According to the resistance to temptation, choose people with determination; Evaluate according to the compressive capacity and dissolution capacity, and select motivated personnel; According to the thinking ability and innovation ability, the energetic personnel are finally selected. In addition, people-job matching needs a running-in period, and enterprise managers should be more coaches and less teachers, more guidance and less command, so as to create a good atmosphere for people-job matching. —— Google on a surface of Hubei Enshi State Bureau (Company)