Human resources managers often face pressure from two sides, the department said, too few staff, entirely incapable of working, They always complain : "Our daily work overtime and understaffed, Human Resources is unwilling to pay more people. "The boss said more people, and it should be compressed, frequently urge : "We Headcount too many, it was there chatting, it was in playing with the computer, wage costs are too high, to consider reduction in the size, improve efficiency. "And when staff report submitted his resignation to the Human Resources Manager, said : "I am now not challenging posts, meaningless, taking into account career development, I think the other more interesting, to provide space for development. "Actually, the best reason for the resignation was" career development. " The answer to the meaning behind right now is not satisfied with the work, not the work he wanted. Here on the right human resources manager of a problem, what kind of job he wants? Create what kind of jobs can retain staff? As for a specific level of the work duties, the contents of the wrong, they should be adjusted? Or further said that the posts need to set up? The jobs that require several people to do? These very simple question, but in day-to-day work will touch, the question is very simple, but difficult to resolve. Status adjustment is a very important strategic tool for change. Why should redesign jobs? Redesigning jobs can not solve all the organizations, nor is it in any circumstances are appropriate. However, re-design jobs proved to be a successful organizational change (ORGANIZATIONAL CHANGE ) the only way, because : post adjustment of the staff change their positions and the basic relationship. Status adjustment of the staff directly change behavior. Adjustment of status to initiate many other organizational changes create opportunities. If implemented correctly, and post adjustment could eventually create the human enterprise management mode. Also in China, enterprises, re-design job with a unique background and significance : State-owned enterprises have experienced from a planned economy to market economy and the market. changes in the operating environment and capital structure changes to infiltrate into enterprise management, elbow, clear historical precipitation, changes in the format as many of today's enterprises are eager to solve the problem. New private enterprises or state-owned enterprises (such as securities companies) in the past 10 years has experienced rapid development the rapid expansion of the size of enterprises, complex, now entered a steady, standardize the development stage. When the pre-clearance provision of the department, on the job, and now has become an urgent task. Japanese-funded enterprises in the world will be faced with the change from the traditional seniority system management mode, establish market competition to the performance-oriented management system, it is necessary to proceed from the post. Western foreign enterprises in this regard is more mature, but with enterprises in China in recent years, the rapid development of business, Some enterprises will be gradually transferred to the Chinese center, not only for business continuity needs of the post adjustment China's adjustment relative to shorten the cycle. Status adjustment, the process of clear strategic enterprises, the enterprise culture aspects, strategic and cultural change, What should be the work process here will face a problem on January 1 BPR business process integration. After the integration process is the status adjustment, the content of each post is what? Team work is assigned or what? Then again consider the organizational structure, which is a direction. Another direction is the other way around, from a macroeconomic adjustment of the organization start, and then the design team is the adjustment Finally is the status adjustment. Business process restructuring and the adjustment of status is very much related to the creation of most of the posts are in accordance with the work requirements, instead of the person posting, which is in accordance with the workflow to posting. After the adjustment of status, followed is being held positions, which means that the adjustment process. To describe this process is called "all posted, rose to raise their hands", that is, in theory, the new jobs came out, all of them will be hired to re-appointment. This process involves a lot of human factors, according to flow, after adjusting positions will be hired to do. To tell the staff before each post is what they are doing, the duty to clear interface to clearly and to whom to report, power, duties, working inside another system is the first grade and so on. This is the adjustment of work to do before. Various organizational structure and its advantages and disadvantages first to assess the company's organizational structure what is the situation now, You can look at your company departments in a position where? What we lack functions, which is to consider the structure of the macro starting point, the organizational structure of enterprises source strategy macro processes and organizational structure. Many enterprises in reform, human resources need to be involved. Any one organization to reflect on, to reflect each frame is a job rather than departments. First, we must clearly reflect the posts and the posts, two to reflect the status and position in the composition, How is the composition of the team; The third is to see the map about the level of relations, divided into several levels. There are many people underestimate the organization. Functional organizational structure is the most common type functions or functional organization structure, in the organizational structure or team-building most likely to receive. With such a structure, the success of the expertise needed to understand their work in depth for what it has done very well. This is in fact the design of post January 1 through different combinations give employees a better work efficiency. But the organization also stressed that the individuals do something personal weaknesses led to too many levels. Products or services at the core of the organizational structure (Division-) - the cause of the structure is very fashionable, usually products or customers in accordance with, the market has to. The so-called product is, for instance, an automobile production enterprises, and production aircraft, different products have different organizational structure. A kiln operators or areas at the core of the organization to customize categories, such as the B-B. B-C B or C is to customize hours. Big clients or the public clients, customers are corporate customers, the sales market is a group of others; If individual users. is another batch of personnel. If corporate customers subdivided into schools, institutions, government agencies and the division into different customer groups, there is a difference in approach. In accordance with market practice is more popular, because now is to customer service, customer satisfaction. The organization can best meet the needs of customers to. Each customer is a customer manager, in accordance with customer needs work. Business Process team with the organization is relatively small, from the solution to customer service, production, logistics, according to each customer flow, step-by-step manner. Matrix organizational structure of the basic issues : management structure management levels : the number of management levels more or less. From the CEO to UNE in the end How many levels? 4 or 8? Not set up to deputy? Flat organizations. Span of control : the number of direct subordinates; Narrow and wide span of control. Centralized decision-making process : the main decision-making enterprises, power and the authority to control the degree of concentration. Does your business need a flat? Increase or decrease the level of management? If a person from one company, but as the business gradually expanded, a person may not, it is necessary to expand on the level on the four-employed individuals, which is two levels; companies continue to expand into 50 individuals, At this moment, if an individual to manage 49 may bear it, so they think in their re-creation layer below, Therefore, in CEO following the establishment of several Manager to manage staff, and this became three. If 5000 is an enterprise does not appear to have many layers of middle managers, often when the 44-level set. Development of the tens of thousands of people, the company's management will find many levels, led to a lot of bureaucratic problems, each must report upward one level, cooperation difficult, time will flatten, 6-12 going back to the 44-layer. In the end of each level of Maneger manage several people? Scientific theory is 5-7 individuals. This is the span, according to the management of the nature and Manager in the circumstances. Enterprise deputies issue of the size of an organization and the organizational structure : development organizations to expand the typical way. Flat centralization and decentralization of the management of the three main original design specific posts Total decentralized management of the three main reasons for specific posts in the history of design such a process, from the beginning of the gradual specialization low to high, with ups and downs, the bigger the organization of the function of the higher degree of specialization. now started to encourage specialization are not too high, a little wide and not too deep, too small posts design. In the enterprise management often encounter sequence, the sequence technical positions, larger than the small H problems. The degree of specialization needed in the end how high? If a high degree of specialization of enterprises in the end what is the benefit? If not necessary, why should we impose this post? Monitoring and control from specialization and standardization of supervision commitment-building initiative, team staff Business Process Design independent team project team management team structure of five basic components of the theory group Mhtzberv the organizational structure of any enterprise or organization, whether profit or non-profit-type, must have five main parts. January 1 is a brain strategic command to manage general direction, overall planning; Business core, Enterprise is the first line of direct lucrative sector, this sector is divided into two, or is the market, or sales; the strategic command and operation of a core of the middle bridge, the middle management is strategic, Management ideas into concrete implementation layer, which is the main enterprise; the right support staff is more partial to the concrete, Some public relations personnel, the right side of this part of the technology, which is often overlooked enterprises, This part of the functions is to change the operation of enterprises and allow enterprises to adapt to the changed environment, the driving force of change. Specific adjustment, job design and flow of jobs here is an example : stores procurement process. For example, an engineer need to start buying things made of the technical parameters, engineers, it is the duty of technical parameters; The departments responsible for procurement staff need to understand the market, which has provided the products of these parameters, financial or legal negotiations needs to be done; Warehouse management needs to be done logistics management. Each of the above processes should involve different positions, each of the main flow analysis, and flowing through each post would be left on the duties of the post. Vertically flows through this post countermeasures duties are. This post is the main part of the specification. Analysis posts after the end, if we find a certain post and through the small duties, it shows the status of underemployment or more light duty, whether to adjust status? That is a position to be adjusted on the basis or source. Status design team workflow analysis for a Human Resources Department to cite examples. Will flow into two or three. Decomposition-allocation of responsibilities assigned to all departments inside the post, and then look at every position do? Every position in the business process play a role? A longitudinal view, we can see that its operational responsibilities. Describe posts brochures and do post assessment, come to a different level, to see the final preparation. This is specific, micro adjustment of status. Report : Quiz selected scene : more than 10,000 enterprises, too many levels (more than 10 storeys), and want to flatter, how to do it? A : Flat is a scientific method, but not necessarily the right approach. A case : a home business is done through mail order clothing business, sales do is the day to day work, 20 individual sales team divided into three groups, each with a Manager. Each actual sales staff know what to do, and the Manager of the work is not closely linked. Manager is not very useful, and even sometimes counterproductive, affect sales of the normal work (as a sales manager with nothing to do on creating something done). We proposed that a sales manager to remove this layer, increasing the width, the better business results. Not to flatter and flatter, not to reduce the level reduced level. Q : Enterprise Conference, is not by the ratio between the number of hardware Conference? A : Why should the Conference? To the Conference? End Conference after how do? What are the grounds for? Many enterprises have done posts adjusted each enterprise in the process of doing more subjective. We are now trying to use an objective, relatively objective, which is hard to do indicators of post adjustment. The international community are, but the method is cumbersome and not necessarily willing to use its methods of analysis is based on workload, the detailed examination of the workload of each post, and fix responsibilities, the responsibilities of each workload is? This is a possibility, do they really troublesome on the retreat from them, half scientific, half of subjectivity.