I. Questionnaire survey method
Questionnaire method is also one of the most commonly used methods for human resource management diagnosis, that is, to understand the wishes of employees by designing questionnaires. According to the different diagnostic purposes of human resource management, questionnaires with different topics, different structures and different investigation contents can be designed. The corresponding reform measures put forward after processing, analyzing and checking the survey results are also easy for employees to accept. Experience shows that people support decisions they can influence.
Questionnaire survey can be used to diagnose the business situation of enterprises and analyze the management effect of a single human resource management department, which is one of the most effective methods in human resource management diagnosis.
The questionnaire survey method has a large survey area and belongs to the sampling survey method. Generally, a questionnaire is designed first, and a set of structured questions is compiled according to the purpose of the investigation, which are filled in independently by the respondents without interference, recycled within a specified time, and finally summarized and sorted by the investigators.
Questionnaire survey must pay attention to the following six points:
(1) The questions are appropriate, the words are correct, and the questions meet the purpose of the investigation.
(2) You can't answer a question twice. The meaning is clear and don't be vague.
(3) Don't use threatening statements.
(4) The arrangement of questions should be logical, so as to facilitate the respondents' thinking.
(5) The questionnaire recovery rate must reach a certain proportion.
(6) Analyze the reliability of the questionnaire.
Second, the scale survey method
Scale survey is a standardized evaluation scale, which comprehensively investigates personnel management through organizational evaluation, employee evaluation and self-evaluation.
The advantages of scale survey method are rigorous survey project design, clear survey questions, standardized choice of respondents' intentions, unified and reasonable measurement methods, and convenient measurement and comparative analysis of survey results, as shown in Table 3- 1.
Third, the interview survey method
Interview is an effective method of human resource management diagnosis. An excellent diagnostician only needs to interview a few people, so he can have a more accurate concept of enterprise human resource management and even the whole enterprise situation, and have a more accurate understanding of organizational operation. Therefore, interview is an effective way for human resource management diagnosticians to obtain first-hand information.
Fourth, statistical analysis methods
Statistical analysis is to analyze and synthesize the relevant reports provided by the human resources management department by means of mathematical statistics, so as to reveal the changing trend of a certain aspect. Because the statistical analysis method is more objective, the data obtained are more convincing.
Case analysis of verb (abbreviation of verb)
Find and select typical events, typical people and typical units, and study the personnel organization, structure, function, development planning and human development, and strive to analyze the scientific and operability of the method. Personnel function evaluation is a tool for personnel performance evaluation, which generally requires "multi-level evaluation method", that is, not only enough evaluators are required, but also stratified sampling is required to maintain a reasonable structure. Human resource diagnosis also requires evaluators to evaluate independently without external interference, so as to ensure full development of democracy, absorb information from various angles and prevent one-sidedness of evaluation.
Six, the image description method
The purpose of human resource management diagnosis is to improve the situation of human resource management, and ultimately it is necessary to promote the development of enterprises through the joint efforts of the diagnostician, enterprise managers and all employees. Therefore, the diagnosis doctor quantifies the analysis results into images for all staff to visit and listen to the diagnosis doctor's explanations and opinions. Obviously, the effect achieved by this method is easier for employees to understand and gain their support than rigid preaching. On the contrary, a large number of words and data often make people feel at a loss, so they are unconvincing.
Seven, Delphi catalytic method
This is a new method to diagnose enterprises. The basic step is that the diagnostician obtains data or sample data from relevant enterprises, then analyzes these data and makes a preliminary report, in which several main problems need to be discussed, and then lists alternative treatment viewpoints for feedback or different opinions. When these steps are answered to the greatest extent, they can be finalized.