To know a stranger, we can not only get relevant information by talking with him, but also judge him by nonverbal information, which is often faster and more accurate. This is the truth of "listen to him and watch him do it, but watch him do it".
Second, about interview management. In the past, when interviewing, our company first prepared a bunch of difficult questions to confuse everyone, and then began the interview. During the interview, the boss told me not to talk and listened to the other person, which often scared the people who came to the interview. Now I know that an efficient interview should focus on the following three aspects: creating a relaxed atmosphere; Give participants an interview outline for participation; Emphasize privacy and build trust. When preparing the interview topic, Bei behavioral event interview is a method worth learning. That is, by asking the interviewer the happiest, most successful, most failed, most regrettable, most difficult and most depressed questions, we can know whether he is consistent with the company's corporate culture and the required personality traits, so as to decide whether to hire. When rejecting a person, the more appropriate way is to tell the other party the conclusion first, then affirm some advantages of the other party, and then make some pertinent suggestions. After all, an important mission of HR is to maintain corporate contacts. Well maintained, friends all over the world; If it is not well maintained, the enemy will spread all over the world.
Third, job analysis technology. This job is to determine job responsibilities and qualifications through scientific and effective methods. On this basis, the job description is designed to explain the characteristics of the position and the characteristics of the required personnel. Job analysis needs to collect information such as work activities, employee behaviors, working environment, equipment used in work, work performance standards, and job requirements, and determine the education level, training experience, work experience, ability requirements, personality requirements, and professional interests that employees should have through observation, work diary, supervisor analysis, key events, interviews, and questionnaires. For a job, ability is only the basis of performance, and high performance comes from interest. For an individual, only when he meets and appreciates his bole as soon as possible and finds a job he likes can he have a happy life and a happy life.
Fourth, about performance management. The motto of performance management is: "You get what you evaluate." Through performance appraisal, a performance-oriented culture can be established; Clear responsibilities, communicate information and improve work efficiency; Inspiring employees, attracting talents, retaining talents and cultivating talents are the future management. The three cores of this work are: index design, incentive design and system design. Generally speaking, when designing indicators, the comprehensive balanced scorecard method, target management method and KPI method have their own advantages and disadvantages, and enterprises can choose according to their own reality. The so-called balanced scorecard is to select appropriate indicators from the financial point of view, customer point of view, internal management point of view and employee point of view, and comprehensively balance and consider a person's work performance.
Verb (abbreviation of verb) is about salary design. The main contents of this part include: basic salary design, reward mechanism and bonus design. Salary design has risen to the strategic height of enterprises. Through reasonable salary design, we can achieve the goals of internal fairness, external competitiveness promotion and incentive orientation, and finally realize the efficiency and fairness of enterprise management. In order to achieve the above goal, on the basis of investigating the salary level of similar positions in the market, taking into account the differences in education, qualifications and professional titles, different grades are set for each position, and the ideal goal of paying according to ability is basically realized.
Six, about training management. To manage the training work of the unit well, we need to grasp it from three aspects: training angle analysis, training planning and design, and training implementation evaluation.
Seven, about career planning. The so-called career planning is to achieve the purpose of matching individuals with positions.
Technology/intelligence profession: I like to engage in practical technical work such as engineering technology, financial analysis and system analysis, and think that management is a "political stage".
Management profession: analytical ability-able to quickly identify information and go deep into the core of the problem (hit the nail on the head); Interpersonal skills-able to influence, supervise, command, manipulate and control organizations and personnel at all levels. Emotional ability-being able to use rights without feeling guilty, not being at a loss in the face of emotional crisis and interpersonal crisis, but assuming a high degree of responsibility. Have high emotional control ability.
Safety occupation: able to act according to requirements, aiming at maintaining work safety and looking for a stable future.
Creative occupation: This kind of people have a strong creative demand. Such as writers and artists.
Independent type: it is very important to see autonomy and freedom.