How to recruit, train and assess?

The question you asked is too big to explain clearly at once.

These three modules, first recruitment and configuration. The second training development and the third performance appraisal.

And the answer direction is international enterprise management. Do you want a paper or something, a summary or an exam?

If you study human resources, I suggest you systematically review what you have learned.

Then it explains the personnel management of international enterprises.

As for the three modules of your question, let me briefly explain:

First, how to recruit:

Simply put, who wants to hire people, who to use, what qualifications and experience are needed, what kind of treatment and benefits are given, and where to recruit. First of all, use the employment demand questionnaire, you should have, according to employment demand and job vacancy.

Determine who to recruit first, then where to recruit, and then how many people to recruit. Then choose the right channel to do it.

Channels include: on-site recruitment, online recruitment, internal competition, newspapers, micro-recruitment, etc.

Organize and arrange interviews, then prepare relevant materials, whether to arrange written examination papers, interview arrangements should be attended by employment leaders, personality evaluation and so on. The interview leading group comprehensively evaluates and scores, and makes the employment decision.

Second, how to train:

Similarly, we have four steps, the first is very important, training needs analysis and evaluation, to determine the training objectives. Step 2: Design and establish an effective training system according to the requirements, that is, design training plans and training methods. Step 3: Implement the training plan and methods. Step 4: Feedback and evaluation of training results.

Of course, we have other ideas, such as defining training objectives in a simplified way; Familiar with the training object; Carefully organize the teaching plan; Grasp the key points of training; Every class has a good training course; Strengthen the assessment link and so on.

It is also very necessary to establish and implement a training system, such as setting up professional internal training lecturers, trainers and budget formulation, how to implement training and evaluation, training follow-up counseling skills, and even specific training courses such as career planning, guiding principles of career management, promotion and job transfer management. See for yourself, there are professional books introducing this.

Third: how to evaluate?

Generally, in the personnel module, it is all about performance appraisal. This is part of performance management. There are many assessment methods, such as KPI key indicators assessment, 360-degree assessment, supervisor assessment (single assessment) and so on.

Let me talk about it from three aspects.

I. Purpose:

The real purpose of assessment is to improve work performance, enhance employees' ability and realize the company's bottom-up production and operation objectives. That is, according to the specific requirements, work contents and responsibilities of each position, the personnel engaged in this position are evaluated from the completion of the work. For example, the performance of sales staff is mainly to assess their sales performance;

Second, what to test:

Speaking of assessment, what should we assess? Performance, work tasks, whether it meets the work standards.

Iii. How to conduct performance appraisal: 1. The basis of performance appraisal is job description, with job responsibilities and work standards. 2. There must be an assessment plan and objectives, that is, there are rules of the game; 3. Make original records, which is an important basis for assessment. Everything or work should be recorded, and facts and data should be used to speak. 4. There should be inspection records, and the usual inspections should be recorded in detail; Query records. Statistics production control records, employee work records, shift records and attendance. 5. The evaluation results should be fed back: its purpose is to let the assessed know what the shortcomings are.

That's what I'm talking about. There are so many questions that I can't answer them at once. However, it should be noted that truly effective performance appraisal must grasp the above three core issues, and must be based on the company's strategic objectives, closely integrated with enterprise management, and establish a high-performance cultural concept. Performance appraisal must start from the top, without the participation of the top, and the performance appraisal system only for middle-level and employees can't be really successful. To put it bluntly, the highest decision-making level begins, agrees to do it, and every level is willing to implement it.

I hope my original answer can help you and find that typing is also a very tiring job now. . . .