Hydraulic Recruitment Analysis Human Resource Planning How to Design Personnel Status Questionnaire

Then, the quality of the design of a personnel questionnaire will be related to the authenticity and validity of the collected personnel information. The design of the personnel situation questionnaire should be adjusted according to the nature of the enterprise, the data at hand and the information required. The overall design purpose is to convey the required information to ensure that the collected information can meet the needs of human resources. planning needs. Next, I will introduce a personnel situation questionnaire designed in the human resources planning project. The first is the general content design of the department: including department name, job title, job rank, number of people at each rank, and main responsibilities. 1) Position rank refers to the rank of existing personnel in each position, such as supervisor, manager, director, etc. 2) The number of people at each rank refers to the current number of people at each rank. For example: some positions may have multiple people, and these people have different ranks, some high, some low, supervisor level. The work content and ability requirements are different, which requires the heads of each department to fill in the information truthfully. 3) Main responsibilities: refers to the main job responsibilities currently undertaken by existing personnel (including part-time positions). In order to facilitate the cultivation of comprehensive talents, some companies have concurrent positions. It is necessary to find out the specific situation during the investigation. This makes it easier to grasp the corresponding capabilities and responsibilities of the personnel in each position, so as to judge the matching degree of personnel and positions. The second part is the design of the existing human resources situation. This is the key point. A very important step in human resource planning is to understand the matching degree of the company's personnel, the satisfaction of the number of personnel and the degree of workload saturation. But in order to get the following true Ideas require a lot of thought in problem design. 1) Personnel-job matching degree: refers to the degree to which the abilities of existing job personnel match the job requirements. It can be designed into four levels: high, medium, average and low. High: The ability exceeds the requirements of the position, stands out, and performs various tasks extremely well. It is usually the object of learning for others and can set an example and guide others. Medium: The ability meets the requirements of the position, the work is in a proficient state, or in a good state, and usually has good performance; but it cannot affect others greatly, but does more work by oneself; Average: The ability just meets the requirements of the position, The work is in a qualified state, or an ordinary state, that is to say, as good as a qualified person can do it; but there will still be shortcomings (or errors are prone to occur), and there is still a gap between excellence and excellence; low: unqualified The state, that is, the state of being incompetent and unable to meet the needs of normal work. If the job matching degree is average or low, you also need to fill in the reasons for the average or low matching degree. Based on your understanding of the company, you can design some reasons and make multiple choices, but generally it cannot exceed 3, otherwise the answer will be May not be focused. The reasons for poor match between person and job are generally as follows: 1. High ability but low utility; 2. Low ability and high utility; 3. Career interests/values, etc. are not in line with the position; 4. Limited room for job advancement affects enthusiasm; 5. Promotion channels Narrowly affects enthusiasm; 6. Personal contribution is not proportional to incentives, affecting enthusiasm; 7. Others. If you choose other options, please explain. 2) Quantity satisfaction: refers to the degree to which existing personnel meet the needs of existing positions. It is generally designed with three options: redundancy, satisfaction, and deficiency. If there is no total labor cost control, no department head would not want to add more people to his department. Therefore, if the number of selected personnel is not sufficient, it is also necessary to explain the reasons why the existing number of personnel in the position does not meet the job requirements, which can be considered from aspects such as work ability, attitude, education, age, major, workload, etc. 3) Workload saturation: refers to the degree of saturation of existing job tasks. Generally, four options are designed: severely saturated, saturated, unsaturated, and severely unsaturated. If the workload saturation is selected as severely saturated or saturated, the reasons for the workload saturation need to be explained, which can be considered from the difficulty of the work, the time ratio of the work, and the workload. In the design of workload saturation options, it is best not to design options with "moderate". If there is this option, "moderate" will generally be selected. According to human normal thinking, because filling in saturated and severely saturated requires Explaining the reasons is time-consuming and labor-intensive; if the filling is not saturated or seriously undersaturated, then how can one apply to increase the number of personnel? Canceling moderate options will allow people to fill in the form to think more rationally and seriously to ensure that the information collected is more authentic and effective.

The third part of the analysis of Li Gong on the Hydraulic Recruitment Network is the design of human resource needs in the next three to five years. From the previous detailed analysis of each position and personnel in the department, it is easy to get the human resource needs in the next three to five years. , in order to prevent random recruitment of people, the requirements for additional personnel and the reasons for the increase must be stated. This reason must be sufficient and reasonable. Hydraulic Enterprises Recommended by the Hydraulic Talent Network: Shanghai Mintai Technology is a technology-based group company integrating technology, industry and trade. The company is mainly committed to the development and application of technologies and related products in the fields of fluid pollution control and measurement and control. Provide users with high-quality European and American original products and integrated equipment based on European and American technologies and components. The company is headquartered in Chuansha Industrial Park, Pudong New Area, Shanghai, with more than 30 acres of its own land and more than 20,000 square meters of existing factory buildings.