学位论文原创性声明
本人所提交的学位论文《X市环城供电公司人岗匹配优化策略研究》，是在导师的
指导下，独立进行研究工作所取得的原创性成果。除文中已经注明引用的内容外，本论
文不包含任何其他个人或集体已经发表或撰写过的研究成果。对本文的研究做出重要贡
献的个人和集体，均已在文中标明。
本声明的法律后果由本人承担。
论文作者（签名）：
指导教师确认（签名）：
2022年 5月 11日
2022年 5月 11日
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存、汇编学位论文。
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论文作者（签名）：
指导教师（签名）：
2022年 5月 11日
2022年 5月 11日

摘要
人岗匹配的内涵是个人能力与岗位相匹配，其关键在于个人素质可以满足岗位的需
求。人岗匹配是企业人力资源管理中的基础环节，也是能够创造良好绩效的根基，因此
企业一般非常重视人岗匹配问题。然而，在人岗匹配管理过程中，岗位职责规划不清晰、
岗位要求缺乏引导性、人员素质与岗位不匹配的情况时有发生，这为企业的发展带来了
极大的困扰。X市环城供电公司隶属于国家电网公司，在集团体制背景下，人岗不匹配
的情况较为严重，极大的阻碍了企业的正常发展。因此，分析其人岗匹配中的关键因素，
有针对性的采取优化策略，已经成为了该企业急需解决的问题。
在本次研究中没有依赖于传统的定性分析，并未对其原理以及理论适配路径进行过
多的研究，而是从定量的角度，将影响人岗匹配的主要因素进行厘定，对其权重进行解
析，构建了具有针对性的人岗匹配影响因素模型。与此同时，通过对当前企业人员的实
际嵌套，从横向及纵向两个角度分析了不同要素、不同人员的当前状态。在此基础上，
结合定量分析的结果，再进行有针对性的优化策略，提升企业的人岗匹配程度。
本文首先介绍了人岗匹配相关的基本概念，明确了人力资源、岗位、人岗匹配以及
人岗匹配优化的基本含义，阐述了人岗匹配基础理论，即人岗匹配理论、胜任力理论和
人才测评理论；其次，通过对X市环城供电公司岗位管理情况进行调查，发现该公司存
在人岗不匹配的问题，急需开展人与岗位的治理工作，并指出出现问题的原因是由于员
工胜任力水平低、公司对人岗匹配合理性缺乏系统性思考造成的。再次，根据胜任力素
质表进行了两轮筛选，并通过层次分析法进行了权重分析。随后，对外勤一组外勤技术
员进行了实证分析，指出了当前存在的问题。最后，基于文献研究和对 X市环城供电公
司人岗匹配的测评结果，提出了针对X市环城供电公司人岗匹配情况的优化策略，从岗
位设置、岗位胜任力和岗位匹配合理性三个方面开展优化，从而改变原有的人岗不匹配
的局面，达到人才与岗位资源的最优匹配，实现员工和公司的双赢发展。
关键词：人岗匹配；供电公司；胜任力评价
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Abstract
Person post matching refers to the corresponding relationship between person and position. Every post
of the company has specific requirements for the quality of its employees. Only when employees meet
these requirements and reach the specified level can they be best qualified for this work, improve their
personal career development level, make contributions to the enterprise and obtain the maximum
performance. It can be seen that person post matching plays an important role in promoting employees'
personal career development and enterprise growth, and the strategy optimization of person post matching
degree is particularly important. X city Huancheng power supply company is a state-owned enterprise
subordinate to the State Grid Corporation of China. Under the institutional background, the mismatch
between people and posts is studied, which seriously hinders the development of the enterprise. Finding the
key factors in the matching between people and posts and adopting targeted optimization strategies have
become an urgent problem for the enterprise.
In this study, we did not rely on the traditional qualitative analysis, and did not conduct too much
research on its principle and theoretical adaptation path. Instead, from a quantitative perspective, we
determined the main factors affecting person post matching, analyzed its weight, and constructed a targeted
person post matching influencing factor model. At the same time, through the actual nesting of current
enterprise personnel, this paper analyzes the current status of different elements and different personnel
from horizontal and vertical perspectives. On this basis, combined with the results of quantitative analysis,
targeted optimization strategies are carried out to improve the person post matching degree of the
enterprise.
Firstly, this paper introduces the basic concepts related to person post matching, defines the basic
meaning of human resources, post, person post matching and person post matching optimization, and
expounds the basic theory of person post matching, namely person post matching theory, competency
theory and talent evaluation theory; Secondly, through the investigation on the post management of X city
Huancheng power supply company, it is found that the company has the problem of person post mismatch,
and there is an urgent need to carry out the governance of person and post. It is pointed out that the
problems are mainly caused by the low level of employee competency and the lack of systematic thinking
on the rationality of person post matching. Thirdly, two rounds of screening are carried out according to the
competency table, and the weight is analyzed by analytic hierarchy process. Then, it makes an empirical
analysis on a group of field technicians in the field, and points out the current problems. Finally, based on
the literature research and the evaluation results of person post matching of X city Huancheng power
supply company, this paper puts forward the optimization strategy for the person post matching of X city
Huancheng power supply company, which is optimized from three aspects: post setting, post competency
and post matching rationality, so as to change the original situation of person post mismatch and achieve
the optimal matching of talents and post resources, Realize the win-win development of employees and the
company.
Key words: person post matching; Power supply company; Competency evaluation
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