长春外企服务有限公司岗位管理体系构建研究 基于公司规模和服务内容的持续壮大和发展，来自各维度的压力愈发大。 近几年国家对劳务派遣及其行业开展进行了严格界定和规范，约束了劳务派遣 的用工模式和用工总量；面对劳务派遣、人力资源事务流程外包等新型用工模 式的持续成熟发展，愈发多的行业竞争者持续出现，行业竞争变得逐渐激烈； 为了给予更公平公开公正的竞争氛围，国家规范更新招投标法律法规，用招投 标模式代替人际优化长久不变的合作联系等等。长春外企服务有限公司处于飞 速发展的行业氛围和政策变化中，公司发展呈现了全新挑战，原有岗位管理工 作与现工作已然呈现出不匹配现象。唯有优化建立合理的岗位管理体系，才能 出色地支撑人力资源管理工作的顺利开展。 本文选择了长春外企服务有限公司作为讨论的对象，并探讨了长春外企服 务有限公司岗位管理系统建立前后的背景和现状。诸如企业缺少系统的岗位设 计，岗位管理工作仅仅停留在制定，且制定规则混乱不清等原因分析和最终完 成构建岗位管理体系等问题，这具有重要的理论和实践意义。全文一共分为四 章。第一章阐述了本文的背景和意义，并提出了长春市外企服务有限公司岗位 管理系统设计与研究思路和方法，并确定整篇文章的想完成的研究结果。第二 章介绍了长春外企服务有限公司的岗位管理系统的现状和存在的问题。作为由 国企改制转型的企业，受传统的国企管理思想的长期影响，长春外企服务公司 仍然存在一些普遍的问题，包括管理机制僵化，很难在企业管理层面进行较大 改变和优化，企业岗位管理职能和责任不明确等。针对此类问题，基于组织和 员工角度进行了原因分析，以便找出问题的根本原因并为完成出解决方案奠定 坚实的基础。第三章是全文的重点。长春外企服务有限公司在参考其他企业最 佳实践和理论知识的基础上，对岗位管理系统设计总体方案进行了更深入的讨 II 论和详细描述。包括岗位层级、岗位发展通道、岗位管理制度和岗位说明书等 内容。从理论到实践，从整体到局部，从宏观到微观，从框架到细节，进行了 详细的描述。第四章介绍了建立岗位管理系统的具体实施保障措施。在组织实 施的保证措施是确定人力资源岗位管理的责任，并为执行这项工作建立适当的 组织，同时建立全面管理。员工正在执行岗位管理，并通过建立规则和规定来 继续巩固岗位管理的基础。要在保障层面实施的保障措施包括不断完善后期管 理的模式和管理工具，加强培训，提高管理效率。 关键词： 岗位管理，人力资源，岗位设置，岗位编制，岗位价值评价 III Abstract Research on the Post Management System Construction of Changchun Foreign Enterprise Services Limited Based on the continuous growth and development of the company's size and service content, the pressure from all dimensions has increased. The 21st Ministerial Meeting of the Ministry of Human Resources and Social Security reviewed and adopted the Interim Provisions on Labor Dispatch, which was implemented on March 1, 2014, indicating that the state has strictly defined and regulated labor dispatch and its industry, and constrained labor services. Dispatched employment mode and total employment; Facing the continued mature development of new employment modes such as labor dispatch and human resource affairs process outsourcing, more and more industry competitors continue to appear, and industry competition is gradually fierce; in order to give more fair, open and fair The competitive atmosphere, the state norms have changed the bidding laws and regulations, and the bidding model has replaced the long-lasting cooperation links of interpersonal optimization. Changchun foreign enterprises are in a rapidly developing industry atmosphere and policy changes, and the company's development presents new challenges. The original post management system is not in accordance with the current situation. Only by optimizing and improving the post management system can we support the performance of the performance management system, training system and salary system. The full text takes Changchun Foreign Enterprise Services as an example. I am eager to change the design and operation measures that are in line with the company's job management through analysis and discussion, and to prove its scientificity and excellence in practice. Based on the forward design theory of the post management system, this paper chooses Changchun Foreign Enterprise Service Co., Ltd. As the subject of the discussion, the background and current situation of the post management system of Changchun Foreign Enterprise Service Co., Ltd. were discussed. It has important IV theoretical and practical significance based on issues such as lack of standard job creation rules, cause analysis, and completion of final landing countermeasures. The full text is divided into four chapters. The first chapter fundamentally explains the background and significance of this topic, and puts forward research ideas and methods for the design and improvement of the post management system of Changchun Foreign Enterprise Service Co., Ltd. And set goals for the entire article. The second chapter fundamentally introduces the current situation and existing problems of the post management system of Changchun Foreign Enterprise Service Co., Ltd. prior to. As the research and development center of Changchun Foreign Service, due to the long-term influence of traditional state management thinking, there are still some general criticisms and institutional mechanisms of state-owned companies. Rigidity, weak awareness of innovation, unclear functions and responsibilities. For such problems, a root cause analysis is performed based on the organizational and employee dimensions to identify the root cause of the problem and lay a solid foundation for the completion of an excellent solution. The third chapter is the core of the full text. On the basis of inheriting best practices and previous knowledge, Changchun Foreign Enterprise Service Co., Ltd. conducted a more in-depth discussion and detailed description of the overall design of the post management system. According to the establishment of organizational structure, classification of functional responsibilities, establishment of career development channels, design of job analysis, job editor standards, and management processes for assessing and estimating job value, the structure, criteria, standards, and process system form of the job value system were designed in detail. From theory to practice, from the whole to the part, from the macro to the micro, from the framework to the details, detailed descriptions are made, and the status quo of the company is constantly optimized and improved to achieve a scientific and operational management system for work. The excellent Chapter 4 introduces the operational guarantee measures for establishing a post management system. The safeguard measures for the development of the position management system are carried out at two levels, namely, organizational guarantee and personnel guarantee. The assurance measures implemented at the organizational level are to identify responsibilities for V position management in the Human Resources Department and to establish an appropriate organization for performing this work, while establishing full-time management. Employees are performing job management and continue to consolidate the foundation of job management by establishing rules and regulations. The safeguard measures to be implemented at the personnel security level include continuous improvement of the later management mode and management tools, strengthening training, improving staff standards, and improving management efficiency. Key words: Position management， Human resources， position placement， authorized strength， position value evaluation VI 目 录 第1章 绪论 ........................................................................................... 1 1.1 选题背景与意义 ............................................................................ 1 1.2 研究方法与内容 ............................................................................ 2 1.3 理论研究与文献综述 .................................................................... 3 第2章 长春外企服务有限公司岗位管理现状及存在问题 .............. 6 2.1 岗位管理工作现状 ........................................................................ 7 2.2 岗位管理体系存在的问题 ............................................................ 9 2.3 岗位管理体