【作者】 李睿；

【导师】 赵仁平；

【作者基本信息】 云南财经大学 ， 公共管理（专业学位）， 2022， 硕士

【摘要】 随着社会分工的不断细化和人们思想意识的不断提高,人力资源的合理配置越来越受到组织和单位的重视,能够发现,当前如果想要令员工工作效率得到进一步提升,就必须做好人力资源配置工作,而要想做好这一工作,能够运用的手段有许多,人岗匹配管理便是其中之一。《国地税征管体制改革方案》颁布于2018年,文件要求省级及以下的国地税机构实行合并。为了进一步规范职能配置、机构设置和人员编制,2021年,L市税务局进行了又一次机构人员的调整和完善,不但对各部门职责进行了梳理,还对人员编制及机构设置进行了调整。机构的合并和改革,对税务工作提出了更高的要求,对组织合理配置人员,使有限的人力资源发挥出更大的价值提出了挑战,在L市税务局,决策者对人岗匹配的思想和理论运用不强,还没有建立起系统的认知和管理模式,引发了人员内部矛盾多、征管效率停滞不前等很多问题。本文立足于人岗匹配理论和胜任力理论,在综合调研了L市税务局人岗匹配情况的基础上,探索存在的问题并提出可行的解决措施,希望能对L市税务局在人员配置和使用过程中进行科学系统的管理提供一定的参考,使得因为人岗匹配度低而引发的一系列问题能够得到妥善解决。第一,收集整理国内外关于人岗匹配方面的研究成果,总结现有研究的可取之处及研究的薄弱点,为本文的写作奠定基础;同时明确何为人岗匹配管理,总结人岗匹配管理涉及的相应理论,归纳总结影响人岗匹配的因素等,并对如何开展这一管理工作进行剖析。第二,在对L市税务局组织结构、岗位设置和人员队伍情况进行全面分析介绍的基础上,总结目前L市税务局人岗匹配管理取得的一些成效和存在的主要问题及症结所在。第三,选择L市税务局为调查对象,借助问卷调查手段来展开L市税务局人岗匹配情况的研究,同时以模糊综合评价法为主要测算方法,进行人岗匹配测评体系的构建,对L市税务局人岗匹配度进行测算评价,在综合问卷调查数据和模糊评价法测算结果的基础上,对L市税务局的人岗匹配情况进行全面的评价,验证问题存在的真实性。第四,结合L市税务局的具体情况,从构成人岗匹配的两个要素,即岗位和人员两个方面提出改善的建议,按照人岗匹配理论,设计L市税务局进行人岗匹配管理的思路,并对其管理模式进行优化,令该税务局在开展人岗匹配管理工作之时,能够更加科学规范。本文借助定量与定性分析手段,从两个层面来阐述了如何构建有效的人岗匹配管理模式,一是人员管理层面;二是岗位管理层面。文章注重理论分析和实际运用,对问题的实证注重真实科学,理顺了人岗匹配管理各环节之间的逻辑关系,从而提出实用的优化举措。更多还原

【Abstract】 With the continuous refinement of social division of labor and the continuous improvement of people’s ideology,the rational allocation of human resources has been paid more and more attention by organizations and units.It can be found that at present,if you want to further improve the work efficiency of employees,you must do a good job in the allocation of human resources,and there are many means that can be used to do a good job,Person post matching management is one of them.The document "reform plan of national and local tax collection and management system" was issued in 2018.The document requires that all national and local tax institutions at or below the provincial level can be merged directly.In order to further standardize the function allocation,organization setting and staffing,in 2021,l Municipal Taxation Bureau carried out another adjustment and improvement of organization personnel,which not only sorted out the responsibilities of various departments,but also adjusted the staffing and organization setting.The merger and reform of institutions have put forward higher requirements for tax work,and challenged the organization to reasonably allocate personnel and make the limited human resources play a greater value.In L City tax bureau,the decision-makers do not apply the idea and theory of person post matching well,and have not established a systematic cognition and management model,resulting in many contradictions among personnel There are many problems,such as the stagnation of collection and management efficiency.Based on the person post matching theory and competency theory,this paper explores the existing problems and puts forward feasible solutions based on the comprehensive investigation of the person post matching situation of L tax bureau,hoping to provide some reference for the scientific and systematic management of L Tax Bureau in the process of staffing and use,A series of problems caused by low job matching can be properly handled.First,collect the research results of people post matching in China and other countries,sort them out and analyze them,and summarize the merits and weaknesses of the existing research,so as to lay the foundation for the writing of this paper;At the same time,clarify what is the person post matching management,what theoretical basis it has,what the main influencing factors include,and clarify how to carry out this management work.Secondly,based on the comprehensive analysis and introduction of the organizational structure,post setting and personnel team of L tax bureau,this paper summarizes some achievements,main problems and crux of the personnel post matching management of L tax bureau.Thirdly,l tax bureau is selected as the survey object,its current person post matching situation is selected as the survey content,and the survey is carried out by means of questionnaire survey.At the same time,the person post matching degree evaluation system is constructed based on the fuzzy comprehensive evaluation method,and the person post matching degree of the tax bureau is calculated.Based on the comprehensive questionnaire survey data and the calculation results of the fuzzy evaluation method,Conduct a comprehensive evaluation on the person post matching of L tax bureau to verify the authenticity of the problems.Fourth,combined with the specific situation of L tax bureau,this paper puts forward suggestions for improvement from the two elements of person post matching,namely post and personnel.According to the person post matching management theory,this paper completes the design of the person post matching management idea of the tax bureau,and optimizes the corresponding person post matching management mode,so that when the tax bureau carries out the person post matching management work,Can be more standardized.This time,with the help of quantitative and qualitative analysis methods,this paper analyzes how to design the person post matching management mode from two levels: one is the personnel management level;One is the level of post management.Pay attention to theoretical analysis and practical application,the demonstration of problems,pay attention to real science,straighten out the logical relationship of person post matching management,and put forward practical optimization measures.更多还原