What are the requirements for an assistant to the human resources director?

1. Person identification and selection techniques. To effectively understand a person, you can use some psychological testing tools. One of the more popular ones is MBIT, which uses our views and processing methods to determine whether we are extroversion (E), introversion (I), and feeling (S). )-Intuition (N), Thinking (T)-Emotion (F), Judgment (J)-Perception (P) certain tendencies in order to determine our possible development trends. According to the teacher, well-known entrepreneurs are generally NT-type people. Therefore, we can find that our behavioral patterns will ultimately determine our achievements.

To understand a stranger, in addition to talking to him to obtain relevant information, we can also judge through non-verbal information, and non-verbal information is often faster and more accurate. This is the truth behind "listen to his words and observe his deeds, observe his appearance and investigate the facts".

2. About interview management. During the interviews in our company, we first prepared a bunch of difficult written test questions, which confused everyone, and then started the interview. During the interview, my boss told me to stop talking and listen hard to what the other person said. As a result, I was often frightened. People who came to the interview were terrified. Now I know that efficient interviews should focus on the following three aspects: creating a relaxed atmosphere; giving subjects an interview outline to facilitate participation; emphasizing privacy and building trust. In terms of preparing interview questions, the BEI Behavioral Event Interview method is a more recommended method. That is, by asking the interviewee questions such as the happiest, most successful, most failed, most regretful, most difficult, and most frustrated, etc., to understand whether he is consistent with the company's corporate culture and required personality traits, so as to decide whether to hire him or not. When rejecting someone, the more appropriate way is to first tell the other person the conclusion, then affirm some of the other person's advantages, and then make some pertinent suggestions. After all, one of the important missions of HR is to maintain corporate connections. If we maintain it well, we will have friends all over the world; if we maintain it poorly, we will have enemies all over the world.

3. Job analysis technology. This job is to determine job responsibilities and qualifications through scientific and effective methods. On this basis, design a job description to describe the work characteristics of the position and the characteristics of the personnel required. Job analysis needs to collect information such as work activities, employee behavior, work environment, equipment used for work, work performance standards, work requirements for people, etc., through observation method, work diary method, supervisor analysis method, critical incident method, interview method, and questionnaire method and other methods to determine the education level, training experience, work experience, ability requirements, personality requirements, career interests, etc. that the staff should have. For a job, ability is only the basis of performance, and high performance comes from interest. For an individual, only by meeting someone who appreciates you early and finding a job you love can you live a happy life.

4. About performance management. The holy saying of performance management: "You will get what you assess." Through performance appraisal, we can establish a performance-oriented culture; clarify responsibilities and communicate information, thereby improving work efficiency; motivate employees, attract, retain and train talents, which is the future manage. The three cores of this work are: indicator design, incentive design and system design. Generally speaking, when designing indicators, the comprehensive balanced scorecard, management by objectives method, and KPI method each have their own advantages and disadvantages, and enterprises can choose according to their own practices. The so-called balanced scorecard is to select applicable indicators from the financial perspective, customer perspective, internal management, and employee perspectives to comprehensively balance and comprehensively consider a person's work performance.

5. Regarding salary design. The main contents of this part include: base salary design, reward mechanism, and bonus design. Salary design has risen to the strategic level of enterprises. Through reasonable salary design, goals such as internal fairness, external competitiveness, and incentive orientation can be achieved, and ultimately the efficiency and fairness of corporate management can be solved. To achieve the above goals, on the basis of investigating the salary levels of similar positions in the market, taking into account differences in academic qualifications, seniority, professional titles, etc., different grades are set up for each position, so as to basically achieve the ideal goal of paying according to ability.

6. About training management. To manage the training work of the unit well, it needs to be grasped from three levels: training perspective analysis, training planning and design, and training implementation evaluation.

7. About career planning. The so-called career planning is to achieve the purpose of matching the individual and the position.

Technical/intelligent occupations: Like to engage in work with practical technical content, such as engineering technology, financial analysis, and system analysis, and believe that management is a "political arena."

Managerial occupations: Analytical skills - able to quickly identify information and get to the core of the problem (get to the point); interpersonal skills - able to influence, supervise, command, manipulate and control organizations and people at all levels. Emotional competency - the ability to use power without feeling guilty, and in the face of emotional and interpersonal crises, not to be overwhelmed, but to assume a high level of responsibility. Have high emotional control ability.

Safety career: Ability to act as required, with the purpose of maintaining job security, and looking for a stable future.

Creative careers: Such people have a strong need to create. Such as writers and artists.

Autonomous and independent type: Value autonomy and freedom as very important.