What are the benefits of competitive recruitment to company operations?

What are the benefits of competitive recruitment to company operations

After in-depth analysis and research on outstanding companies, Huaheng Zhixin believes that whether the implementation of competitive recruitment is effective requires attention to two aspects : 1. The process, procedures and standards of the competition should be open and fair; 2. A series of professional evaluation methods should be introduced when evaluating the candidates to ensure the fairness of the evaluation results.

The disclosure of the competition process, procedures and standards mainly means that companies need to prepare the competition plan in advance before the competition, and need to complete detailed and clear standard design of job requirements, and need to target different types of jobs. Competitors carry out various forms of publicity and guidance work to achieve open competition. During the competition process, the possible 360-degree democratic evaluation form and the selection of evaluators should be announced in a timely manner to make the process public. When the evaluation results are completed, the results of the competition must be announced to all employees to achieve public disclosure of the results. Fairness is generally achieved through third-party participation and professional methods. The involvement of a third party can avoid subjective impressions and feelings about the candidates from an objective perspective and achieve fairness in evaluation results. I have been working for 15 years. The company restructured and the company was reorganized and the positions were reduced. However, I failed to compete for positions. Is this a violation of the labor law?

No.

However, dismissal of employees requires seniority compensation. At least 1 month's salary will be compensated every year. Competition Speech for Deputy Director, Competition Speech for Deputy Section Chief

Competition Speech for Deputy Director

Competition Speech for Deputy Section Chief

Competition Speech for Office Director

Mid-level recruitment induction speech script

Section chief competition speech script

Competition speech script sample (multiple collections)

Article link:

:hi.baidu./gjbhd/blog/item/d361c01264e3ce9786d6b6a7. Can the company lay off employees through competitive recruitment?

1. No, this is an illegal termination of the labor contract. ;

2. If the employer terminates the labor contract illegally, the employee may demand compensation;

3. Legal basis: "Labor Contract Law" Article 39 The employer unilaterally Termination of labor contract (negligent dismissal) If an employee has one of the following circumstances, the employer may terminate the labor contract:

(1) If the employee is proven not to meet the employment conditions during the probation period;

< p> (2) Serious violation of the employer's rules and regulations;

(3) Serious dereliction of duty, malpractice for personal gain, causing significant damage to the employer;

(4) Workers Establishing labor relations with other employers at the same time, causing serious impact on the completion of the work tasks of the unit, or refusing to make corrections after the employer proposes;

(5) Due to Article 26 of this Law The circumstances specified in Paragraph 1 of this paragraph render the labor contract invalid;

(6) Being held criminally responsible in accordance with the law.

Article 87 If an employer violates the legal liability for rescinding or terminating a labor contract and violates the provisions of this Law to rescind or terminate a labor contract, it shall comply with two of the economic compensation standards stipulated in Article 47 of this Law. pay compensation to workers twice.

Article 47 Calculation of Economic Compensation Economic compensation is paid to workers based on the number of years they have worked in the unit, at the rate of one month’s salary for every full year. If the period is more than six months and less than one year, it will be calculated as one year; if it is less than six months, the economic compensation of half a month's salary will be paid to the worker.

If the employee’s monthly salary is three times higher than the average monthly salary of employees in the region for the previous year published by the municipality or districted city-level people’s government where the employer is located, the standard of economic compensation paid to him shall be based on the employee’s An amount of three times the average monthly salary shall be paid, and the maximum number of years for which financial compensation shall be paid shall not exceed twelve years.

The monthly salary mentioned in this article refers to the average salary of the employee in the twelve months before the labor contract is terminated or terminated. During the contract period, the employee competed for the job but failed to be hired and was terminated by the company

During the contract period Dismissal is also the company's right. Just like it is the employee's right to resign during the contract period, both are protected by law. The difference is that when the company takes the initiative to dismiss the employee, it must compensate the employee for three months' salary in accordance with the law, and must also pay for each year of service. Compensation payment of one month's salary.

What are the examinations for the competitive recruitment of various hospitals in Handan

You will know what to ask in the competitive recruitment defense meeting after handing out the papers

1. Please talk about your main reasons for the competitive position Understanding of responsibilities and quality requirements? And prove with facts that you meet the job requirements.

2. What knowledge and experience have you gained from your actual work since you started working in the company? How will it help you with the position you are applying for now?

3. Do you think you have an advantage over others in applying for this position? What are the main advantages? Please convince the review team that you are the most qualified person for this position.

,,,,,,,

For the answers to the competition defense questions for each position, please see: Honghu.com

1. Could you please introduce yourself?

2. What do you think is the greatest advantage of your personality?

3. Tell me about your biggest shortcoming?

4. What are your views on overtime?

5. What are your salary requirements?

6. What is your career plan in five years?

7. What do your friends say about you?

8. Do you have any questions?

9. If our company hires you through this interview, but after working for a period of time it is found that you are not suitable for this position at all, what would you do?

10. When completing a certain task, you think the method required by the leader is not the best and you have a better way. What should you do?

11. If you make a mistake in your work and cause economic losses to the company, what do you think you should do?

12. If you are praised by your superior for a job you have done, but your supervisor says it was him who did it, what should you do?

13. What are your views on job-hopping?

14. It is difficult for you to get along with your colleagues and boss at work. What should you do?

15. Suppose you work in a certain unit, your achievements are outstanding, and you are recognized by your leader. But at the same time, you find that your colleagues are becoming more and more isolated from you. What do you think of this problem? What are you going to do?

16. Have you attended any training courses recently? Let’s talk about the content of the training course. Is it funded by the company or is it self-funded?

17. How much do you know about our company?

18. Please tell us your motivation for choosing this job?

19. What technical direction are you best at?

Answer tips: There is no harm in showing your enthusiasm by talking about courses related to the position you are applying for.

20. What can you bring to our company?

21. What are the three words that best sum up yourself?

22. What is your hobby?

23. As an interviewee, how would you rate me?

24. How do you understand the position you are applying for?

25. What do you like about this job?

26. Why do you want to resign?

27. Tell me your views on the development trends of the industry and technology?

28. What are your expectations and goals for work?

Answer tips: This is a question used by the interviewer to judge whether the applicant has a certain level of expectations for himself and whether he understands the job

29. Tell me about your family?

30. Regarding the position you applied for, what do you think you are lacking?

31. What kind of personality do you admire?

32. How do you usually deal with criticism from others?

33. How to deal with your own failures?

34. What gives you a sense of accomplishment?

35. What is the most important thing in your life right now?

36. Why are you willing to work in our company?

37. Have you ever had a dispute with others? How did you solve it?

65. How do you view academic qualifications and abilities?

Answer tips: I think as long as it is a college degree, it means that I have the basic learning ability. For the rest, whether you have a bachelor's degree or a doctorate, the discussion on this point does not depend on how much knowledge you have learned, but on what you have done in this field, which is the so-called ability issue. The level of a person's work ability directly determines his or her career destiny, while the level of academic qualifications is only a stepping stone to enter a company. If your company restricts academic qualifications to a doctorate, I will not be able to enter your company. Of course, this is not necessarily just my personal loss. If a junior college student can complete the work, why do you have to recruit a doctoral student? What are the standards for competitive recruitment of grassroots captains of security companies?

There is no unified standard. Please refer to the relevant provisions on the responsibilities of security management personnel in the "Security Service Operating Procedures and Quality Control".

Responsibilities of the team leader (squadron leader):

Responsible for the management of the team (squadron), grasping the overall situation, scientifically arranging and implementing various tasks according to company plans and requirements, combined with actual conditions , Complete the security service tasks assigned by the company.

According to the contract signed between the company and the customer, formulate a service plan, communicate frequently with the customer, understand the situation of the resident unit at any time, and check the implementation of various tasks.

Conscientiously implement the company's relevant rules and regulations and strengthen team management.

Understand the on-duty status of brigade (squadron) personnel.

Organize the brigade (squadron) to carry out security skills training as planned to improve the professional skills and service level of security guards.

Manage security equipment to ensure that the security equipment is intact and effective.

Educate and train security backbones to improve their organizational capabilities and management levels.

Provide legal education, professional ethics education, and love and dedication education to security guards.

Conduct regular safety inspections on the stationed units, solve problems in a timely manner, and eliminate hidden dangers.

Do a good job in ideological and political work, care about the lives of security guards, and help solve practical problems in a timely manner.

Conduct in-depth investigations and studies, regularly summarize work, carry out experience exchanges, and timely feedback team management information to superiors.

Carry out attendance auditing, clothing distribution, reporting and security guard deployment.

Implement internal security measures within the security team to prevent security guards from violating laws and disciplines and major safety accidents. How to view competitive recruitment

Competitive recruitment is certainly an opportunity to show one’s level and strength. Through “horse racing”, more people will have the opportunity to show themselves; however, if the implementation process is done in secret, If it is controlled manually, it loses the meaning of its application. The result can only be to disappoint a large number of people. If fairness and openness are lost in the selection and appointment of people, people will lose their support.

How do party and government cadres and the general public view competition for employment? People's Forum magazine conducted an online survey and a cadre questionnaire. "Do you support the competition for party and government cadres to be appointed?" 82.0% of the respondents chose "support". Only 7.9% of the respondents chose "no support". In a written questionnaire for party and government cadres, "When the conditions are met, will you participate in the competition for employment?", 90.6% of the interviewed officials chose "yes". "Which of the following officialdom ills do you think competition for employment can eliminate?" The top three are: "Break seniority, which will help the capable to be promoted and the mediocre to be demoted (22.8%)", "Avoid secret operations and establish a fair competition mechanism (22.8%)" 17.7%)”, “It broadens the channels of supervision and is conducive to changing the style of officials (16.7%)”. In addition, 16.7% of the respondents chose the option of "eliminating the buying and selling of officials, which is conducive to the fight against corruption and promoting integrity", while 15.7% of the respondents chose "breaking the one-note speech and avoiding the selection of a small number of people". "What do you think is the practical effect of the current competition for officials to be appointed?" Netizens and cadre groups gave different answers. Netizens chose "poor effect" the most, accounting for 44.2% of the respondents; the second place was "average effect, exposing new problems such as doing well than doing well in exams", accounting for 27.5%; 19.6 % of the respondents chose "The effect is obvious, a relatively fair competition mechanism has been established, and cadres are motivated to work hard." On the contrary, 62.3% of the cadres believe that the effect is "obvious", and only 12% choose "poor effect". "Which problems are more common in the current competition for employment?" 36.7% of netizens chose "formalism and going through the motions"; 21.2% of netizens chose "manipulating competition links in secret, not being open and fair"; 19.3% of netizens chose "dare to do things, offend" Those who choose "canvassing, random promises and other unfair campaign behaviors" and "doing well is not as good as doing well in exams" accounted for 12.8% and 5.5% respectively. "What else needs to be improved in the competitive employment mechanism?" "Standardize the mechanism to make it sunny, open and transparent" are the first options. "Develop a sound system and select people according to the system", ranked second.