2、针对公司任职资格管理体系进行影响因素分析，从行业监管、市场竞争、
技术演进、内部管理等角度出发分析人力资源的支撑方向与策略重点，转变管理
模式并深化组织改革。在新的运营模式下提供适应市场需要的组织架构与服务模
式，提供强有力的人才保障。针对不同职位进行分类归并，突破组织运行框架的
限制并根据任职者的能力要求的相似度进行职种划分，调动员工提升自身职业技
能水平的积极性。
3、探索基于全业务运营和移动互联网文化的独具特色的新型人才管理模式，
关注核心人才发展路线，通过推动机制创新激发队伍的活力。完善员工发展体系，
解决员工的发展需求与相对稀缺的发展资源间的矛盾问题，通过规划合理的任职
资格管理体系减少由于职业通道不畅所致的人才队伍管理问题。
4、构建任职资格体系及基本原则，探索调整和优化人员资源与薪酬资源的配
置方案，在相对稀缺的资源环境下对资源进行合理的配置，提高资源的投入产出
比。确定任职资格的评价原则，明确员工的岗位调整与薪酬调整的基本指标。通
过加强资源配置的公平公正性和投放感知度，解决资源的有限性和需求的复杂性
之间的矛盾。
关键词：任职资格管理，人力资源，职位晋升
II
ABSTRACT
The qualification system is the fundamental part of the human resource
management, it has close relation with the staff recruitment, training and career
development. With the increasing requirement of the employee career development ,
there are several problems that hinder the development of the human resource
management, i.e., single career development route, poor staff career development
selection and the lack of strict standards and procedures of personnel selection.
This thesis proposes the approach of human resource management transformation,
and precisely take research on various aspects of the qualification management system.
The details are listed below:
1. The existing qualification system is investigated thought staff interviews,
questionnaire survey of diagnosis approach. The disadvantages of existing qualification
system is analyzed especially focused on the irrational job promotion. An experts group
establishing approach is proposed to support the talent staff training and official
management, besides, the different position promotion route is designed to avoid the
unfair evaluation standard. By reference to the analysis of the development of
enterprises with the industry and the Group's industry benchmarking qualification
standards, the thesis strengthen human resource management to explore the potential of
employees, and ultimately achieve the purpose of talents value enhancement.
2. Focused on the influencing factors, the qualifications management system is
investigated from the perspective of industry, regulatory, market competition,
technology evolution, and internal management analysis to support human resources
development with management transformation and organization reformation.
Organizational structure and service model are provided in the new operating mode to
offer strong support to the staff. Different positions are merged with their classification
according to the ability of the incumbent similarity division of occupations ,while
breaking through the framework of the organization restrictions. Thus, the enthusiasm
and vocational skills can be mobilized.
3. New talent management model based on the entire business operations and
mobile Internet culture is explored focus on the talent development route to stimulate
vitality of the team by promoting the mechanism innovation. The staff development
route is carefully designed to solve the problems between the staff development and the
relative resource scarcity. The rational planning qualification management system can
help release the problems that involved by the limited career development route.
4. The architecture and basic principle of qualification management system is
designed to explore the regulation and optimization of the personnel resources and
salary allocation. The human management resource input-output ratio is improved under
the scarce resource environment. The qualifications of evaluation principles is
determined to clarify the basic evaluation of the position regulation and salary
adjustment. Contradiction between the limited resources and the complexity of the
demand by strengthening the fair and equitable allocation of resources.
Keywords: qualification management, human resources, job promotion
==>>