Section 1 Implementation of Staff Recruitment Activities
First, recruitment channels for enterprise personnel supplement: external recruitment and internal recruitment (promotion).
Second, the characteristics of internal recruitment (advantages and disadvantages)
Advantages: ① high accuracy; ② Quick adaptation; ③ Strong motivation; (4) low cost; ⑤ Low turnover rate.
Disadvantages: ① Dealing with contradictions and adverse effects caused by unfair and improper methods; ② Inbreeding is easy to inhibit innovation; (3) at the grass-roots level, I dare not take risks when I am old.
Third, the characteristics of external recruitment (advantages and disadvantages)
Advantages: ① bringing new ideas and methods; (2) It is conducive to recruiting first-class talents; ③ The role of establishing image.
Disadvantages: ① screening is difficult and takes a long time; ② Slow entry into the role; ③ High recruitment cost; ④ The decision-making risk is high; (5) affect the accumulation of internal employees.
Fourth, the main steps of selecting recruitment channels
First of all, analyze the recruitment needs of the unit; Second, analyze the characteristics of potential candidates; Third, determine the appropriate recruitment sources; Fourth, choose the right recruitment method.
Verb (abbreviation of verb) is the main procedure for attending job fairs.
First, prepare the booth; second, prepare the materials and equipment; third, prepare the recruitment personnel; fourth, communicate with the co-organizers; fifth, publicize the job fair; sixth, work after the job fair.
Six, the main methods of internal recruitment
1, recommendation method (such as supervisor recommendation or acquaintance recommendation, the reliability and success probability are high, but it is easily influenced by the referee's subjective factors)
2, notification method (such as posting posters in the window bar of enterprises or posting on the intranet, especially suitable for ordinary employees to recruit. It can make more people in the enterprise understand the information, but it takes a long time)
3. Archives method (finding suitable personnel from employee information database to fill vacancies or create new positions)
Seven, the main methods of external recruitment
1, advertising (two key issues: first, how to choose media; The second is how to design advertising content)
2. With the help of intermediaries (including: talent exchange centers, job fairs, headhunting companies, employment agencies, etc.). )
(Problems that should be paid attention to when adopting job fairs: Understand the grades of job fairs; Understand the target audience of the job fair; Pay attention to the organizers of job fairs; Pay attention to recruitment information publicity. )
3, campus recruitment (note 4: understand the employment policies and regulations of college students; Countermeasures should be taken to deal with the phenomenon of "two feet on two boats", such as signing agreements and replacing substitutes; It is necessary to give students vocational guidance and correct students' misconceptions such as practicality; Be prepared for questions that students are interested in)
4. Online recruitment (advantages: low cost, convenience, wide choice, no time and space constraints, more convenient and standardized information processing)
5, acquaintance recommendation (features: reliable understanding, promoting work, low cost, but easy to produce nepotism; The application scope is wider.
Eight, the preliminary screening method of candidates: written test, screening resume, screening application form.
1. Features (advantages and disadvantages), scope of application and problems needing attention of written test.
Characteristics of written test: the advantage is that multiple questions can be given in one written test, which can increase the reliability and validity of knowledge, skills and ability examination; Can efficiently screen large-scale applicants; Job hunting pressure is low, and it is easy to play the normal level; Calm down and see the result is more objective. The disadvantage is that the attitude, morality, management ability, oral expression and operation ability of the candidate can not be comprehensively investigated.
Scope of application: only applicable to primary elections.
Attention: first, whether the difficulty of the proposition is appropriate, second, determining the scoring rules, and third, reviewing the test papers and grades.
2. How to choose a resume
(1) analyze the resume structure (reasonable structure, outstanding experience, concise no more than two pages)
(2) Examine the objective contents of the resume, such as personal information, educational experience, work experience, personal achievements, etc.
(3) to determine whether it meets the requirements of post technology and experience.
(4) Review the logic in the resume.
⑤ Your overall impression of your resume is good or bad.
3, the method of screening application form
(1) Judge the attitude of candidates and directly eliminate those with poor attitudes; (2) Pay attention to career-related issues, and analyze job-seeking motivation and reasons for leaving; (3) indicate the suspicious place for further inquiry during the interview.
Nine, the interview
1, meaning (function): Through direct contact, we can fully understand the social background, language expression ability, reaction ability, personal accomplishment and logical thinking ability of the employer. The applicant's; It can also help candidates understand their future development prospects in the company and find the best combination of personal expectations and reality.
2. Objectives
Interviewer's goal
Create a harmonious atmosphere for talks.
Let candidates know the applicant more clearly.
Understand the professional knowledge, job skills and non-intellectual qualities of candidates.
Decide whether the candidate will pass the interview.
The applicant's objectives
Create a harmonious conversation atmosphere and try to show your actual level.
Have enough time to explain your qualifications to the interviewer.
Hope to be understood, respected and treated fairly.
Fully understand your concerns.
Decide whether to work in this unit.
Make necessary explanations around the interview objectives.
For example, bowing your head during an interview is to prevent forgetting, and interrupting during an interview is to ensure the time schedule.
3. Basic procedures
First, the preparation stage before the interview (determine the purpose of the interview, design the interview questions, select the interview type, and determine the interview time and place. )
Second, the initial stage of the interview (starting with simple questions such as work experience and education level, eliminating the nervousness of candidates)
Third, the formal interview stage (exchange information in flexible and diverse forms, get to know the candidates in depth, observe words and deeds, pay attention to words and expressions, and ask questions about the problems found in the primary election from easy to difficult)
Fourth, end the interview stage (you can ask the candidate what you want to ask, or you can ask the candidate to modify or supplement the previous answers and end the interview in a friendly atmosphere)
Fifth, the interview evaluation stage (the interviewer evaluates the candidates by comments or scores according to the interview records, and the comments can deeply reflect the characteristics of each candidate, while the scores can compare the same side of each candidate horizontally).
4. Layout of interview environment P72-73
Quiet place, comfortable tone and seat, suitable position on both sides (round table or oblique pair is best.
5. Types and methods of interview
Judging from the interview effect, it can be divided into preliminary interview and diagnostic interview. The initial test is similar to a simple and casual interview, which enhances the mutual understanding between the employer and the applicant. The applicant supplements the written materials, and the employer introduces or explains the relevant information. Diagnostic interview is a formal test of the practical ability and potential of qualified candidates with in-depth supplementary information from both sides.
Judging from the structural degree of interview, it can be divided into structured interview and unstructured interview. Structured interview is to have a fixed framework or list of questions in advance, and interview each candidate one by one according to this framework or list. The advantage is that the same standard is easy to analyze and compare, which reduces subjectivity and improves efficiency. The disadvantage is that it is too stylized and difficult to improvise. There is no fixed pattern for unstructured interviews, so you don't need too much preparation in advance. It is a rambling style, which varies from person to person and deeply examines personality characteristics. Advantages and disadvantages are just the opposite.
6. Design skills of interview questions
First, review the job description, grasp the job responsibilities and qualifications, and prepare some main abilities to judge whether the candidate has the job requirements; Second, by screening resumes and application forms, we can find some interesting problems; Third, you can prepare some questions that candidates have experienced in the past.
7, interview questioning skills
★ From the process of questioning: in the introduction stage, questioning should be natural, friendly and step by step; Interviewers use standardized words to express their questions accurately, popularly and concisely; Asking questions is easy before difficult, concrete before abstract; Pay attention to the choice of questioning methods, and switch, shrink and end appropriately.
★ From the main ways of asking questions: open questions (for example, talk about your work experience), closed questions (for example, have you ever worked as a secretary), list questions (which of these factors do you think is the main reason for the decline in product quality), hypothetical questions (what would you do if you were in this situation? ), repetitive questions (if I understand you correctly, you mean ...), confirmatory questions (this is to encourage candidates to continue to communicate with the interviewer, for example: I see what you mean! That's a good idea! ), asking questions for example (this is the core skill of interview, also called behavior description question, which is intended to identify the authenticity of the answer and examine the ability to solve problems in practice, such as "Can you give another example?" )
★ From the point of view of the problems that should be paid attention to when asking questions: avoid asking leading questions; Ask some contradictory questions on purpose; Understand the motivation of job seekers; The questions asked should be straightforward and the language should be concise; Besides listening to the candidate's answer, we should also observe his nonverbal behavior.
X. Meaning, characteristics and types of psychological tests
1, meaning: it refers to the method of providing a slowly standardized stimulus to the subject under controlled conditions, and taking the response as a sample representing the behavior, so as to evaluate his personal behavior.
2, features: more standardized than the written test; It needs to be conducted by professional psychological testing institutions or personnel.
3. Type: personality test; Interest test; Ability test; Scenario simulation test
4. The meaning, characteristics, classification, methods and application requirements of scenario simulation test method.
① Meaning:
It is an effective personnel selection method, which refers to compiling a set of test items similar to the actual situation of the post according to the possible positions of the subjects, arranging the subjects in a simulated real working environment, requiring the subjects to deal with various possible problems, and testing their comprehensive qualities such as psychological quality, practical work ability and potential ability through various methods.
② Features (advantages and disadvantages):
Compared with written interview, it is easier to identify the practical ability of candidates by observing their behavior process and behavior effect. It is more suitable for recruiting personnel in service, affairs, management and sales. The advantage is that candidates can be comprehensively investigated and evaluated from multiple angles; Those who are selected through the test can be directly employed, which saves a lot of training expenses for enterprises. But the disadvantage is that the design is complicated and the test is time-consuming and expensive. At present, it is mostly used to recruit senior managers.
③ Classification:
According to the content of scenario simulation test, it is divided into language expression test, organization test and transaction test.
④ Usage:
One is document processing simulation method, also called document basket test. This is a method to evaluate management cadres, and it is a process for managers to analyze all kinds of official documents, process all kinds of information and make relevant decisions in practical work. The test was conducted in a simulated environment. By observing this process, examiners judge and evaluate their personal self-confidence, enterprise leadership, planning ability, written expression ability, risk-taking tendency, information sensitivity and other practical abilities. Put these documents in a document basket in advance, so it is called document basket test.
The operation steps of this method are as follows: firstly, a set of about 20 documents should be distributed to the subjects, which should be realistic, with different processing difficulties and sufficient materials; Secondly, introduce the background to the candidates and ask them to take full responsibility for handling these documents according to their job roles; Finally, the results will be submitted to the evaluation team for evaluation.
The second method is leaderless group discussion, P80.
⑤ Application requirements:
First, we should pay attention to protecting the privacy of candidates, second, we should have strict procedures, and third, we should not take exam results as the only evaluation basis.
XI。 Employee employment decision
1. Definition of employment: the activity of making employment decisions and making placement according to the selection results. The most important thing is to make a good employment decision.
2, the main strategy of personnel recruitment:
① Multiple elimination: implement multiple assessment and test items in turn, and eliminate several low scores at a time.
② Compensation: The scores of different tests can complement each other, and finally the employment decision is made according to the total scores of all the tests.
③ Combined type:
3. When making the final employment decision, we should pay attention to three points: ① Use the method of comprehensive measurement; ② Minimize the number of people who make employment decisions; (3) Imperfect accusations.
Section 2 Evaluation of Employee Recruitment Activities
I. Cost-benefit assessment
1, recruitment fee
① Total recruitment cost: refers to the acquisition cost of human resources, including direct cost and indirect cost. P83
② Recruitment unit cost: the ratio of the total recruitment cost to the actual number of employees (i.e. shared cost).
2, the main calculation formula of cost-benefit evaluation includes:
Total cost utility = number of employees/total recruitment cost
Recruitment cost utility = number of applicants/expenses during recruitment.
Selection cost utility = number of people selected/expenses in the selection period.
Personnel employment utility = number of formal employees/expenses during employment.
3. Recruitment benefit-cost ratio = total value created by all new employees for the enterprise/total recruitment cost.
Second, the quantity and quality evaluation
1, the main calculation formula of engineering quantity evaluation
Employment rate = number of employees/number of applicants × 100%
Recruitment completion rate = number of employees/planned number of employees × 100%
Application proportion = number of applicants/number of planned recruits × 100%
2. Quality assessment
Three. Reliability and validity evaluation
1, reliability evaluation:
① Definition of reliability: refers to the reliability or consistency of test results.
② Reliability is divided into three indexes: stability coefficient, equivalence coefficient and internal consistency coefficient.
③ Application principles of ③P84-85 indicators
2. Effectiveness evaluation
① Definition of validity: the degree of conformity between the relevant characteristics of the applicant and the characteristics to be tested.
② Validity is divided into three indicators: predictive validity. Content validity
Application principles of P85 indicators
Fourth, typical examples:
P 1 15 (1) calculation in the fifth question.
Calculation of P 1 13 question 1
Section 3 Effective allocation of human resources (space allocation and time allocation of personnel)
First, the five principles of staffing
1, the principle of element usefulness (there are no useless people, only useless people; Correctly identifying employees is the premise of reasonable staffing)
2, the principle of energy correspondence (great talent and great use, small talent and small use, from each according to his ability, people do their best; An organization can generally be divided into decision-making layer, management guidance layer, execution layer and operation layer, which can be undertaken by people with corresponding ability levels, so as to correspond to each other and improve efficiency. )
3. Complementary value-added principle (only by optimizing the combination and learning from each other's strengths can we form an overall advantage and realize the optimization of organizational goals; The resultant force generated by complementarity is greater than the sum of individual simple sums, and the overall function of the group will be positively amplified)
4. The principle of dynamic adaptation (the inadaptability of people and things is absolute, and adaptation is relative. Only by constantly adjusting the relationship between people and things can we achieve new adaptation).
5, the principle of elastic redundancy (in the process of staffing efforts to achieve full load, but not overload)
Second, the division of labor of enterprises.
1. Concept: Labor specialization based on scientific decomposition of production process enables many workers to engage in different but interrelated jobs. There are mainly three levels: general division of labor (such as agriculture, industry, commerce, etc. ), special division of labor (planting and planting in agriculture, etc. ) and individual division of labor (refers to the division of posts within the enterprise).
2. Five functions
(1) The division of labor is generally characterized by simplification and specialization.
(2) Division of labor can continuously reform labor tools.
(3) it is conducive to the allocation of work and give play to the expertise of each worker.
(4) The division of labor has greatly expanded the labor space.
⑤ Division of labor can prevent workers from wasting their working time by changing jobs frequently.
3. Three forms of division of labor
(1) Division of functions, such as workers, apprentices, engineers and technicians, managers, service personnel and other personnel.
(2) professional division of labor, such as lathe workers, fitters, electricians, etc.
(3) technical division of labor, such as assistant technician, technician, assistant engineer, engineer, senior engineer, etc.
4. Six principles of division of labor
(1) Separate direct production from management and service.
(2) Different process stages and work are separated.
③ Separate the preparation work from the execution work.
④ Basic work is separated from auxiliary work.
⑤ Separate jobs with different skills.
⑥ Prevent the negative effects caused by too fine division of labor.
5, improve the fine division of labor P92-93
Business expansion law (for businesses with similar technical level, the vertical division of labor will be changed to horizontal division of labor)
Enrich business methods (re-divide businesses with different work nature and workload)
Work continuity method (giving closely related work to one person (group) to finish continuously)
Rotation method (giving several different jobs to several people who can't do it, and everyone rotates once a week)
Group work method (changing one person from doing one process to several workers completing several processes at the same time)
Part-time job (for example, let the car stop take on some maintenance work within its power)
Personal responsibility (for example, one person is responsible for the assembly, inspection and packaging of the whole product, and signs it for the user's supervision).
Third, enterprise labor cooperation.
1, concept:
Take appropriate forms to unite workers engaged in various local jobs and * * * complete a whole job.
2. Form:
There are simple collaboration and complex collaboration (complex collaboration includes working groups, workplaces and other forms of labor collaboration).
There is cooperation between enterprises, and there is also cooperation within enterprises.
There is labor cooperation in space and labor cooperation in time.
3. Basic requirements:
① Fixing various cooperative relationships; (two) the implementation of economic contract system; ③ Strengthen management to ensure the realization of cooperative relationship.
4. Operation Group
Meaning: Operation group is the most basic cooperative relationship and form in an enterprise, and it is a labor collective that organizes related workers who cooperate with each other to complete a certain job on the basis of division of labor. Such as each operation team in the workshop.
(2) The basic principle of organizing the operation group: combine the workers directly related to production.
(3) Six situations in which an operation team needs to be established:
Production operations need workers to complete together; Maintain large and complex machines and equipment; Workers' jobs are closely related to each other; So as to facilitate management and mutual communication; So as to strengthen working contacts; In the absence of a fixed work place or task, it is convenient to schedule and allocate their work.
④ The main contents of the organization work of the operation group: First, do a good job in democratic management within the group and improve the post responsibility system; The second is to correctly equip the operation team; The third is to choose a good team leader; The fourth is to reasonably determine the size of the operation group (generally 10 to 20 people)
5. Workplace organization
Meaning: This is a spatial category of labor cooperation relationship and cooperation form. Workplace refers to a place equipped with certain equipment, tools and appliances to enable workers to engage in productive labor or work. For example, Qingchuan county master group aided construction point.
② Contents: First, reasonably equip and arrange the workplace; The second is to maintain the normal order and good working environment in the workplace; The third is to correctly organize the supply and service work in the workplace.
(3) Requirements for organizing the workplace: First, it is beneficial for workers to effectively carry out productive labor and reduce ineffective consumption; Second, it is conducive to giving full play to the efficiency of equipment in the workplace and reducing the floor space; Third, it is beneficial to the physical and mental health of workers and reduces occupational accidents.
Fourth, the basic method of staffing
1) configuration is mainly personnel.
2) Position-based configuration.
3) Configuration based on two-way selection.
When recruiting multiple employees at the same time, all three methods may have their own shortcomings, but the third method is relatively realistic and feasible. See P93——95 Example Analysis for details.
Five, the staff task allocation method
1. Connotation: Using the quantitative analysis method in operational research, this paper studies how to allocate employees and tasks to ensure the shortest time to complete tasks.
2. The typical method commonly adopted by enterprises: Hungarian method.
3, the basic concept of Hungarian law:
According to the topic column matrix-descending columns until all columns contain 0- drawing cover 0 lines-data conversion-drawing cover 0 lines again until cover 0 lines are equal to dimensions-finally, finding the optimal solution.
If the number of employees is inconsistent with the number of tasks, you can add virtual tasks or let one employee undertake two tasks before using this method. You can also use this method to find the maximum value.
4. For examples of Hungarian law, see the main textbook P95- 10 1 and the exam guide book P 1 13, the second calculation problem.
Fifth, the method of strengthening on-site management-5S activities
1, this is a problem of workplace organization.
2. Japan took the lead in implementation.
3. "5S" refers to sorting, rectifying, sweeping, cleaning and literacy. See p101-103 for their respective requirements, internal connection diagrams and objectives.
Sixth, the optimization of working environment.
1, this is another problem of workplace organization.
2, mainly including lighting and color, noise, temperature and humidity, greening.
Seven, working hours organization has five knowledge points.
1, this is the division of labor and cooperation of workers in time.
2, the main task of working time organization content:
Establish a work shift system; Organize work shifts; Reasonable arrangement of working hours system.
There are two kinds of working shifts in enterprises: single shift system and multi-shift system. Whether to implement single-shift system or multi-shift system mainly depends on the production process characteristics of enterprises.
4. Problems that should be paid attention to when organizing shifts:
In the case of multi-shift system, there is definitely a shift problem. When organizing work shifts, we should not only solve the methods of rest and shift work, but also pay attention to: First, proceed from the specific situation of production in order to make full use of working hours and save manpower; Second, it is necessary to balance the staffing of all classes; Third, establish and improve the handover system; Fourth, properly organize workers of all classes to cross-operate; Fifth, we should try our best to eliminate the physical and mental discomfort caused by shift and night shift.
5, the organization form of work shifts
① Two-shift system
② Three-shift system, including intermittent three-shift system with fixed public holidays and continuous three-shift system without fixed public holidays (under the weekend policy, four-shift three-shift system must be implemented).
The advantages of the four-shift three-operation rotation system are: people take off the equipment endlessly, which improves the utilization rate of the equipment; Shorten the working hours of workers under the policy of single rest; Reduce the continuous night shift time of workers; Increase the time for workers to learn technology; Increase employment under existing equipment.
(3) Four-shift system, including four-eight crossover, four-six, five-shift and four-operation.
Section 4 Distribution and Introduction of Labor Force
First, the concept:
Refers to the international movement of labor as a factor of production, and the commercial behavior of obtaining remuneration through providing labor and services.
Second, importance.
1, the export of labor services can ease the pressure of domestic employment and earn foreign exchange for the country.
2, the introduction of foreign intelligence, can enhance international economic and technological cooperation, learn from experience, improve the domestic economic and technological level, and then improve China's international competitiveness.
Third, form.
From the main point of view, it can be divided into public schools and private schools.
From the flow direction, there are two kinds: going out and coming in.
Four. The basic process requirement for sending labor service abroad is p110-11.
1. Individuals fill in the Application Form for Appointment Registration of Labor and Personnel.
2. The dispatching company is responsible for arranging the employer to interview the workers, or recommending the personal data retained by the applicant to the employer for selection.
3. The sending company signs a labor contract with the employing unit, and the employing unit issues an invitation letter to the hired personnel.
4. The employed personnel shall submit the relevant materials required for the formalities.
5. Workers receive exit training.
6. Laborers shall go to the quarantine organ to apply for international travel health certificate and vaccination certificate.
7. The dispatching company is responsible for the formalities of examination and approval, passport and visa.
8. Pay relevant fees before leaving the country.
Verb (abbreviation of verb) Three aspects of labor service management for overseas assignment P11-112
1, review of overseas labor service projects (the following five materials are submitted for approval)
(1) Fill in the complete and accurate labor service review form for going abroad.
(2) Contracts signed with foreign countries and labor contracts signed with foreign countries.
(3) Work permit certificate approved by the government of the country where the project is located.
(4) the foreign party (employer or intermediary) local legal business and residence identity certificate.
(5) The valid passport and training certificate of the employee.
2, choose to send labor service personnel (one of the following circumstances will not be approved to leave the country)
(1) The defendant in a criminal case or the criminal suspect recognized by the public, procuratorial and legal organs;
(2) The people's court informs that there are unresolved civil cases that cannot leave the country.
(3) Being sentenced to a penalty and serving a sentence.
(4) Being reeducated through labor.
(five) the relevant competent authorities of the State Council believe that leaving the country will cause harm to the country or cause great losses to the interests of the country.
3. Training of foreign workers
(1) Training content:
A. Relevant national laws, regulations, guidelines and policies; B. education changes ideas; C. providing courses on foreign languages, adaptability and national conditions; D other contents that need training.
(2) Training methods: According to different levels of labor services and different countries' training requirements for foreign labor services, corresponding training methods are adopted.
After the training, an examination shall be conducted, and those who pass the examination shall be issued with the Certificate of Overseas Labor Training.
Brief introduction of intransitive verb labor management p112-113
1. Six documents are required to approve the employment of foreigners:
① Resume certificate of the foreigner to be hired; 2. Letter of intent for employment; (3) A report on the reasons for the proposed employment; (4) Qualification certificates of foreigners to be employed; (5) The health certificate of the foreigner to be employed; ⑥ Other documents stipulated by laws and regulations.
2. There are five basic conditions for hiring foreigners for employment:
(1) at least 18 years old and in good health; (2) Have the necessary professional skills and corresponding work experience for this position; ③ No criminal record; (4) Having a definite employer; ⑤ Hold a valid passport or other corresponding international performance documents.
3. Work after entry (application):
① Apply for employment permit ② Apply for residence permit.