1. Make clear the job descriptions of these posts, what the posts need to do and what kind of effect they want to achieve (the job descriptions should be reasonable and achievable, except for force majeure).

2. On the basis of industry characteristics, enterprise characteristics, enterprise strategy and enterprise culture, the competency (quality and ability) model of designated positions is constructed and applied to selection, evaluation and development to ensure the guiding role of the model in the overall work of human resources.

3. Designate qualified recruitment managers or commissioners to conduct selection and recruitment, and in this process, comprehensively use appropriate recruitment methods (such as structured interviews) to measure and evaluate the ability and quality of candidates.

4. Due to the particularity of some jobs, the shorter construction period can not fully reflect the on-the-job ability of employees. Enterprises should consider the competence of employees from many aspects and arrange more professional quality training for employees.

If the enterprise achieves the above four points, it can be said that it can fundamentally reduce the situation that some employees are overwhelmed.

If it is because employees are not qualified for this position, provide the following basis for your reference:

Item (2) of Article 40 of the Labor Contract Law stipulates that if a worker is incompetent and still incompetent after training or job adjustment, the employer may terminate the labor contract after notifying the worker in writing 30 days in advance or paying the worker an extra month's salary.

Accordingly, if the company determines that the employee is incompetent, it can't directly terminate the labor contract with him, but should train him or adjust his position. After training or adjustment, the employee can only terminate the labor contract with Wang according to the regulations after being confirmed as "incompetent" through examination.

I hope the above answers are helpful to you!