Pragmatic points of property manager management: human resources management

Human resources management

Recruitment and dismissal of employees

(1) Formulation of employee recruitment plan

According to the enterprise development strategy, jurisdiction Develop a recruitment plan based on project type, property size, owner composition, income and consumption tendencies, consumption characteristics, etc. Content includes:

1. The total number of personnel and personnel structure planned to be recruited, including professional structure, academic structure, etc.;

2. Recruitment conditions for various types of personnel;

3. The time, method and scope of releasing recruitment information;

4. Recruitment channels;

5. Recruitment methods.

(2) Organization and implementation of employee recruitment

1. Publish recruitment information

Publish relevant recruitment information through certain channels or choose certain methods, including recruitment The time, positions to be recruited, the number of recruiters and relevant qualification requirements, etc.

2. Design the application form

Regardless of the form of the application form, it should generally reflect the following information: the applicant’s basic personal information, the applicant’s education status, the applicant’s Past work experience and performance, abilities and expertise, career interests, etc.

When designing the application form, you should pay attention to the following issues:

(1) The design of the content should be determined based on the job description. According to different job requirements and different levels of applicants, Design application forms separately.

(2) When designing the application form, issues such as storage and retrieval of the application form should be considered, especially in computer management systems.

3. Conduct a preliminary review of applicants

The preliminary review is a qualification review of whether the applicant meets the basic requirements of the position. The purpose is to screen out those whose background and potential are consistent with the requirements of the position. Candidates with comparable qualifications.

4. Determine the selection method

Property service companies should determine the selection method based on the characteristics of the position to be applied for, the ability and quality of the personnel participating in the recruitment, and the number and level of applicants. Commonly used The selection methods are:

　(1) Interview

The interview is a formal conversation between the interviewer and the applicant to objectively understand the applicant's business knowledge level, appearance and demeanor, work experience, and job search motivation. , expression ability, reaction ability, personal cultivation, logical thinking, etc. and the process of making judgments and decisions about whether to hire.

①Interview method

Generally, you can determine the important questions to be asked before the interview, make them into an outline, and ask questions according to the outline. At the same time, you can also target different job requirements and the specific situation of the applicant. , ask targeted questions during the interview to fully understand the applicant's situation.

②Interview procedure

The interview procedure generally includes five steps: preparation, creating a harmonious atmosphere, asking questions, closing and review.

(2) Psychological test

Psychological test refers to measuring the intelligence and personality differences of subjects through a series of scientific methods.

①Intelligence test. Intelligence refers to human beings' ability to learn and adapt to the environment, including observation, memory, imagination, thinking ability, etc.

②Personality test. Personality refers to the relatively stable characteristics and sum of a person's psychological activities. Through personality tests, you can understand a certain aspect of a person's personality (such as interpersonal relationships, etc.), and then combine it with other indicators to consider which jobs this person is suitable for.

③Special ability test. Special ability refers to an ability that someone has that others do not have.

(3)Knowledge test

The purpose of the knowledge test is to understand whether the applicant has mastered the basic knowledge and professional knowledge necessary for the position to be applied for. It is generally conducted through a written examination.

(4) Labor skills test

When recruiting operation-level employees, candidates can be tested on labor skills according to the needs of the position they are applying for.

Question examples

Among the commonly used selection methods, () is generally conducted by written examination. (C)

A. Interview B. Psychological test C. Knowledge test D Labor skills test

5. Recruitment of personnel

Recruitment of personnel is based on recruitment of personnel The last link mainly involves a series of employment-related matters after personnel selection, such as notifying the hired personnel, signing of probation contracts, initial arrangements for employees' work, probation, formal recruitment, etc.

(3) Dismissal of employees

1. Employee resignation

Resignation refers to an employee’s request to leave his current position, terminate the labor contract with the company, and withdraw from the company’s work Personnel adjustment activities. The management of resignation should pay attention to:

(1) If an employee does not meet the conditions for resignation, the personnel management department cannot agree to his resignation. If the labor contract has not yet expired and there is a special work agreement with the enterprise, etc.

(2) When an employee resigns, the personnel management department and the relevant employer should urge him/her to complete the relevant work transfer and clean up of personal property.

(3) Property service companies should clearly inform employees when they join the company, and employees must notify the employer in writing 30 days in advance of resignation.

2. Dismissal of employees

Dismissal of employees means the termination of the labor contract. Dismissing employees must be carefully considered and handled appropriately. Generally speaking, do not use the method of dismissal for those who have no serious fault. However, if the following circumstances occur, the party concerned shall be dismissed:

(1) During the probation period, it is proved that he does not meet the employment conditions;

(2) Seriously violated labor discipline or the employer Rules and regulations;

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

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

3. Severance of employees

Severance is a personnel adjustment activity in which an enterprise proposes to terminate the labor contract with its employees for any reason. Termination is not caused by the employee's fault, but rather by the company taking the initiative to terminate the labor contract with the employee based on its own business needs.

(1) Retirement procedure and review authority

The severance procedure is a top-down process in enterprise personnel adjustment. After receiving the layoff notice, the human resources department determines the layoff personnel and reports them to the relevant department heads for verification. The severance review authority is similar to other personnel adjustments.

(2) Payment of severance pay

Severance pay is economic compensation for severance personnel. The payment standards of severance pay are based on the regulations of local labor administrative departments and the actual situation of the enterprise. The general principle is: if the severance personnel have long service years, great contributions, and high status, the standard of payment of severance pay will be high.

Question Example

1. () is a personnel adjustment activity where the company proposes to terminate the labor contract with its employees for some reason. It was through no fault of the employee. (C)

A. Dismissal B. Resignation C. Termination D. Internal retirement

2. The dismissal of employees includes employee () situations. (ACD)

A.Resign B.Retire C.Dismissal D.Severance E.Dismissal