The human resources case analysis questions, according to the following supplementary contents, answer: 1. What do you think is the problem of Director Zhou? If you were him, what should you do?

In the above case, Director Xiao Zhou actually made three mistakes:

First, he didn't communicate with the hiring manager face to face. It is not necessary to have profound professional knowledge only on paper, but it is necessary to master the artistic skills of being a man.

Second, as the recruitment supervisor of the department, Xiao Zhou didn't report and communicate with his direct supervisor, Liu Jingli of the Human Resources Department. It is also a taboo for professional people not to report their work to their superiors in time. You can think about it. If Xiao Zhou explained the situation to Liu Jingli in time after the first failure, would Liu Jingli sit idly by and let him continue to make mistakes for the second and third time, so that he finally angered Manager Wang and complained directly to the boss about the human resources department? I'm sure it won't. The manager of the human resources department! It is precisely because Director Zhou didn't take the initiative to report the work, and didn't report the problems and abnormal situations in the work to the leaders in time, which eventually led to such an unfavorable situation for the department. Therefore, Xiao Zhou did a very poor job in communication, both externally and internally.

Third, Xiao Zhou's recruitment channels are too single. Only consider website recruitment, without thinking about the lowest-cost recruitment channels-internal competition, on-site recruitment and other channels, and as a result, a tree hangs, narrowing its own path. In addition, it is not surprising to reject all the unhappiness and disgust of the candidate manager Wang. Imagine that I mixed a fresh peach in a basket of rotten peaches and asked you to choose. Do you have the patience to choose that fresh peach?

Emotion, treatment and career-the correct application of tide effect

Tide effect-uniting people with emotion, attracting people with treatment and inspiring people with career will attract more and better talents. Just like the spring tide when the celestial body has high gravity, the "tidal effect" of the small tide appears when the gravity is small.

in fact, anyone can say that people are United by feelings, attracted by treatment and inspired by career, but it is not easy to really do it well.

emotional cohesion is the foundation, and heart-to-heart exchange should be remembered.

in order for a person to choose a company, the first thing is that the company must obtain the approval of its employees. This enterprise and its boss are "black or not", respect or disrespect employees, and regard employees as "people" or "tools". The humanistic care of these enterprises constitutes the emotional foundation of enterprises and employees. Of course, this first requires enterprises and managers to change their hearts, treat employees as friends and partners, and treat them equally and sincerely, in order to exchange their sincerity. The "corporate culture" written on paper and stuck in the mouth looks grandiose, but in fact, it can't get the emotion and sincerity of employees if it is said to be "two skins"

Attraction is the premise, and the salary and benefits are not deviated.

People's survival is inseparable from money, and getting due rewards through their own labor is the premise for employees to work hard. First of all, let employees feel that they have earned something and paid for it. Secondly, there must be a welfare policy that is deeply rooted in the hearts of the people, which can effectively motivate employees for a long time than high salary. If the salary and welfare policies are properly applied, the staff of the enterprise will be stable.

career motivation is the most important thing, and everyone in the company runs together.

Enterprises should have room for development, and employees should have a ladder for growth. There are no swift horses left in the courtyard, and there are no dragons hiding in the pond. Employees need to give full play to their abilities and have a stage for growth, which is also an important reason why small enterprises and slow-growing enterprises cannot keep first-class talents. Therefore, enterprises should have self-knowledge and choose corresponding talents, otherwise it will not only be difficult to retain, but also delay talents. The development of enterprises is consistent with the cultivation of talents. Enterprises give employees room for continuous development and expand the stage. While employees contribute to the enterprise, they get material income, improve their skills and get corresponding promotion. The development of enterprises and individuals grow synchronously, and employees see the hope and future, which will naturally lead them to share the joys and sorrows with the company.

one person and one policy are indispensable, and it is very important to prescribe the right medicine.

it is very important to manage, use and train talents in a uniform way, and to suit the right medicine for each person. We should have different policies for different ages, different experiences, different personalities and different conditions. Freshly graduated college students mainly value the space for development, and finding a suitable partner is also an important factor. With different ages, the issues of household registration, children's education, housing and providing for the aged will also become important aspects of retaining talents. As long as the company cares about talents and provides them with space to develop their talents, the tide effect can be fulfilled.