Management must have a modern scientific and standard management for internal security. As the post with a clear statement of responsibility and competence, work, work characteristics, such as staff qualifications, and to the job evaluation, recruitment, performance management, training and development, remuneration provide a basis for management, It has been a company, and become the basis of modern management one. However, there are many enterprises in improving the status of manual work, it did not work in the management of enterprises should play their due role. CAE believes that this is not a job specification has its limitations, more enterprises have entered the post brochures prepared by the error reduce its management in the application. 1. Status brochures prepared by the misunderstanding : a functional dislocation On the job descriptions, Many enterprises have is offering a thick wad of text, but read, you will discover that they are not the status brochures, but only job responsibilities system. Enterprise system is not the job responsibilities posts brochures. Job responsibilities system focused on positions should be completed responsibilities and fails to fully reflect the positions of the information, His behavior did not work or the result of the activities. However posts brochures will fully reflect the positions and positions of comprehensive information. 2, overlapping responsibilities to meet the needs of the external competitive environment, many companies team to design tasks, that is a task with the needs of several departments or several jobs completed, which appeared overlapping responsibilities. Correctly handle overlapping responsibilities to achieve synergy, complementing and enhancing the efficiency. But many enterprises in the written statement at the right post these overlapping responsibilities of the position not clearly the responsibility and authority, and the results should bear the responsibility, but to work their duties unclear, multiple leadership, problems arise in the work of the inter-departmental co-shifting, reducing the efficiency of the work. For example, corporate welfare in the human resources department from salaries and benefits managers accountable, The logistics department in charge of welfare administrator, then, when the new staff of the welfare system do not understand the company, whether he should look to the human resources department or the logistics department should look to the welfare administrator? 3, overlapping responsibilities in the actual, for the nature of the same tasks, the tasks high volume of work Some posts inevitable emergence of a gang of people. In job descriptions when only the preparation of a manual jobs? Many enterprises in the description of such posts, take a simple across-the-board, summed up the status of the common features, The definition of common positions, which have been ignored in the representation of different positions between the different tasks, and the resulting pair of incumbents eligible for the difference, which obviously is a desirable approach. If the job description should take "a gang of a" description of the manner, each holding one incumbents. At present, a number of enterprises in the analysis of the work, he confused the "work" and "status" of these two concepts. 4, behind closed doors at many enterprises have realized that the job specification, have to work in enterprises analysis. However, the preparation of the statement is not true post role. Some enterprises in the pursuit of scientific management, modernization of the lack of job analysis correct understanding of the situation and blindly with the pandemic. to the various positions in the preparation of their own posts brochures; Some enterprises, the introduction of by the Ministry of Human Resources, so that from the description of the reality, especially for incumbents qualified to define the lack of objective standards, Results post brochures can not work in practical use as a desk statuette had been shelved. 5, fragmentation posts brochures prepared by the process, the Business Process re-recognition process. A scientific and standard specification will post on the work of enterprises and human resources management provide the basis for other work. However, many enterprises have job descriptions incomplete, exaggerated or reduced duties duties, qualifications subjective nature, and other issues. In order to save some cost, or even only to key posts or sector job descriptions, the follow-up to the job evaluation recruitment lack of an objective, uniform standards, scientific human resources management is out of the question. 2. Status brochures prepared errors Analysis : Status manual preparation, Why is there this or that kind of misunderstanding? CAE think the errors host the following reasons : 1, and prepared for the preparation of the present, in some enterprises, As the management processes are not standardized, managers or not the actions of a number of problems, making enterprises have clear responsibility task arbitrary manner, the problems such as the shifting of management issues, Many enterprises only concern the results of post brochures or forms, brochures making positions becomes a reality workflow "rendition." In a sense, that the enterprise CAE posts brochures prepared work. should focus on the process of job analysis, job preparation of the manuals as part of the existing status of a large inventory, or a reorganization of the business process, thus clarifying the positions of authority and responsibility, standardize workflow, to achieve the purpose of scientific management. 2, the lack of professional skills or training manuals prepared positions in human resources management in a specialized skill. Many enterprises, the lack of jobs brochures prepared by the professional skills or training, and there may also describe non-standard, inaccurate term phenomenon. Especially in the description of their duties, it should be working on a final outcome to the statement, therefore, accurate, clearly defined positions to be held responsible, with the authority and work must meet the objective, standardized benefit accrual relations. But many enterprises posts brochures describing the choice of language, the general use of the "responsible management" and other terms to describe their duties "1000 Kong side," so that their duties described small or too large. 3, publicity is not in place post brochures prepared to be a top-down process, involving all levels of the enterprise. Status prepared statement in order to make clear its own staff responsibilities, role and the basic requirements, so in the process, all staff should receive the support and participation. But many enterprises or managers at all levels to make this work as "operations" to meet, there is no adequate exchange with the staff, even in the post after the formation of brochures, to the neglect of incumbents of "feedback" or "confirmation" parts, so little; As some publicity is not in place, the staff did not know the status of affairs, Some workers mistakenly believe that post brochure was prepared to "staffing and organizational structure", the staff obviously is a threat, Hence there are employees do not understand and do not use, implementation and post brochures become dispensable statuette. For example, in the right incumbents define eligibility, some staff members panic. According to the prevailing industry standards for positions define the qualifications, Many old staff qualifications or skills not up to the enterprise, Therefore, they will see the post brochures enterprises to set up obstacles, the resulting hostile ideology. 4, the preparation work positioning is not clear many enterprises have prepared brochures post position in the enterprise optimization of the workflow, resolve overlapping leadership, and improving the existing division of responsibilities and so on. However, in practical work often faced with a tough choice : of enterprises in various positions and the work describe the current state of targets or description "What is" and "what should be." If they choose the latter "should be", in defining the various positions must be in the existing duties and terms unknown phenomenon adjustment, which will lead to staff as part of the duties and powers of the changes, The boycott may lead to resistance, it must be prepared senior managers the approval or support. Meanwhile, some Chinese enterprises, especially private enterprises manage some very irregular, The task allocation usually depends on the staff's ability and leadership will, make the staff around the world are struggling with higher orders, "the Mangsi busy, idle pastime death", resulting in "unplanned, battle management disruption. " 5, the status of affairs in a timely manner with the management of enterprises operating environment changes and the development of enterprises. Enterprise Business Process work is also changing. This functions of the departments and post content and will continue to change, especially in the Internet age especially emerging industries. In general, the post should have been revising the manual, Frequency should be revised according to the development and changes of duties flexible options. Therefore, when the major enterprise organizational changes and strategic adjustments, the enterprises should promptly amend the status of affairs. However, some enterprises, the statement has no status with the development of enterprises and changes make their original statements in its new format has lost its value, on the job specification and norms guiding role to play. 3. How scientific, standardized preparation posts manual : a high level of support and recognition for conducting post in the preparation of brochures, Human resources managers must be related to the senior leadership to discuss job responsibilities clearer meaning accurately define positions in the preparation of brochures, a leader of job responsibilities "changes" for their understanding and support, and to ensure that the status of affairs in the process, leaders will take the lead in establishing positions of responsibility, on the work of centralized management and changed freedom arbitrary management style. 2, the staff and with the participation of enterprises in the preparation of post brochures, heads of departments and staff should be involved in the human resources department, to the various departments for their preparation of technical training, guidance and inspection. In particular, to make full preparations for the development of the staff positions propaganda manuals and brochures of various elements of the meaning. Of the existing staffing up or not far beyond the requirements of the enterprises, enterprises should explain its reasons for the staff, They dispelled doubts on the thinking of maintaining the stability and development of enterprises. 3, and gradually implemented in the preparation of stratified job specification, the need for careful analysis and investigation work. understand every post on the tasks, objectives, working conditions, the relationship between the upper and lower levels, internal and external links, qualified for the jobs, and other factors. In actual operation, we can make use of questionnaires, interviews, diary, Field observations and other methods to achieve concrete information. Job duties for the functions of the departments of decomposition, the department's responsibilities should be in positions of responsibility is reflected, that is, "everybody having something to do, everything was done." The functions of the departments to define their duties based on defined job responsibilities, therefore the first step is to define the role. Second, the functions of the departments to the departments of decomposition in various positions, the clear division between the posts relations. This process can also be served as the basis for the organizational structure of the staffing. Under the volume of tasks and job requirements, the department should be a reasonable task assigned to specific positions, identify the positions set up departments and personnel arrangements, and clearly positions within the Department of job responsibilities. Especially for a good "people", use of standardized language clarifying the positions identified in this work have to bear the responsibility. If a company's finance department responsibilities should include the following items : accounting, financial management, budget management, cost management, financial analysis. 4, the use of standardized terminology norms posts brochure description and terms of the quality of jobs brochures, So this work should not be underestimated. The standard format for describing their duties should be "verb + object + results." Verbs can refer to the choice of their duties verb use standard table; Object says that the mandate of the object, that task in the content, the results of this work through the completion of the objectives to be achieved, can be used "to ensure that that fight promote, facilitate, "connecting words. For instance, Human Resources Minister in charge of human resources strategy can be described as "responsible for the organization to develop human resources and human capital strategies Source plans and guarantee the development of the company's strategy to provide effective human resources support. " 5, the establishment of a dynamic management mechanism management positions brochures important, the development of the industry Enterprises will post the changes proposed different requirements. Therefore enterprises to prepare a standardized manual jobs, the Human Resources Department should establish posts brochures dynamic management system by the management staff for updates. At present, many enterprises have begun to pay attention to this issue. If Lenovo or even every six months on the job that a brochure.