How to interview the HR supervisor?

HR interviewing HR, the same position, is actually more difficult than HR interviewing other positions. Because both the interviewer and the applicant are thinking, they may be playing psychological warfare. For HR recruitment, it is necessary to break through the traditional interview procedure and examine the performance level, professionalism and comprehensive quality of HR from three dimensions: result, process and practice.

If at work, your superiors attach great importance to you and often assign you to do some work within the purview of others, and your colleagues are quite critical of you, how will you deal with such problems?

Test purpose

Testing the interpersonal communication ability of the subjects is to put the subjects in a dilemma, examine their interpersonal communication consciousness and skills, and mainly deal with the affiliation between superiors and subordinates and peers.

Scoring reference

Excellent: I feel embarrassed, and I can consider problems from the perspective of being conducive to work and unity. I am positive, euphemistic and steady in persuading leaders to change their minds, and at the same time, I have some tolerance and appropriate communication for some improper or even radical practices of my colleagues.

Good: I feel embarrassed, but I can basically consider the problem from the perspective of being conducive to work and unity. I can persuade leaders to change their minds with a more positive, euphemistic and steady attitude, and at the same time, I can tolerate some improper or even radical practices of my colleagues and communicate appropriately.

China people: I'm embarrassed, but I can't mention it to the leader (I'm afraid I'll live up to the responsibility of the leader). I will communicate privately with my colleagues who have opinions about you, hoping to clear up the misunderstanding.

Poor: I don't feel embarrassed, and I resolutely carry out the tasks assigned by my superiors. I think this is the inevitable result of my strong ability.

If you are a staff member of a company and the leader gives you a task that may be difficult for you, how are you going to finish the work?

Test purpose:

To test the planning, organizing and coordinating abilities of the subjects, the subjects are required to consider clear work objectives and requirements, choose work methods accordingly, arrange work processes, allocate manpower, financial resources and material resources, and coordinate and organize all parties to complete tasks together.

Scoring reference

Excellent: overall planning, reasonable arrangement of resources, organization and coordination of all forces to complete the task.

Good: there are relatively comprehensive plans and practical research methods; Organize and coordinate all forces to complete the task.

China people: there are planned arrangements; There is a sense of coordination, but the planning is not comprehensive enough.

Poor: there are many loopholes in planning and lack of coordination awareness; Or talk big, to the point.

A pharmaceutical company is faced with the problem of forming a group company. How do you think the responsibilities, rights and interests of group companies and subsidiaries should be coordinated?

Test purpose

To test the ability of the subjects to solve complex problems, we mainly examine the comprehensive ability of the subjects to analyze, solve and be flexible.

Scoring reference

Excellent: the analysis is well-founded and to the point. Be able to coordinate and analyze the rights, responsibilities and benefits of group companies and subsidiaries respectively. The analysis is comprehensive. Can put forward more creative opinions.

Good: the analysis is clear and basically to the point. Be able to coordinate and analyze the rights, responsibilities and benefits of group companies and subsidiaries respectively. The analysis content is more comprehensive. Can put forward insightful opinions.

Chinese: the analysis can basically grasp the core of the problem, and can basically be analyzed from the perspective of the coordination of responsibilities and rights between the group company and its subsidiaries. The analysis content is basically comprehensive. You can put forward your own opinions.

Poor: the analytical thinking is messy and the logic is poor. It cannot be analyzed from the perspective of coordination of responsibilities and rights between group companies and subsidiaries. Analysis content is empty. Can't put forward their own opinions.

Do you think the position of human resources director needs team leadership? Please give an example of your success or failure in your previous job and explain it.

Test purpose:

Test the team leadership ability of the subjects, mainly to examine whether the subjects have relevant work experience and how to deal with the relationship between people in the team harmoniously in team leadership.

Scoring reference

Excellent: the language is fluent and clear, and the examples cited have strong persuasion ability to the team leadership ability of the subjects.

Good: Speak naturally and clearly, and the examples can fully illustrate the team leadership ability of the subjects.

English: The speech is natural and clear, and the examples given can basically illustrate the team leadership ability of the subjects.

Poor: the speech is unnatural, the organization is unclear, and the cited examples can't explain the team leadership ability of the subjects.

How did you motivate your subordinates in your previous job? Please give an example of your success or failure in your previous job and explain it.

Test purpose:

Test the motivation ability of the subjects, mainly to examine whether the subjects have relevant work experience and have the ability to motivate subordinates well.

Scoring reference

Excellent: the language is fluent and clear, and the examples cited are convincing to the subjects' motives.

Good: the speech is natural and clear, and the examples can fully explain the motivation and ability of the subjects.

English: the speech is natural and clear, and the examples can basically explain the motivation ability of the subjects.

Poor: the speech is unnatural, the organization is unclear, and the cited examples can't explain the motivation ability of the subjects.

Why do you want to leave your present job? When can I come to work?

Test purpose

Understand the subjects' values.

Scoring reference

Excellent: fluent in language and clear in organization, able to clearly and reasonably express the reasons why the subjects left their jobs and the time when they came to work in the company.

Good: The language is fluent and clear, which can clearly and reasonably express the reasons why the subjects left their current jobs and the time when they came to work in the company.

Chinese: Speak more naturally and clearly. Basically, it can clearly and reasonably express the reasons why the subjects left their jobs and the time when they came to work in the company.

Poor: unnatural speech and unclear organization. It is not clear and reasonable to express the reasons why the subjects left their jobs and the time when they came to work in the company.

Q: On a stormy night, you drove past a station where three people were waiting for the bus. One is the girl of your dreams. You dreamed that if I could see her again, I would never be separated from her again. One is a doctor. He once saved your life, and you always want to repay him well. Another patient may die if he is not sent to the hospital in time. But your car can only carry one person. What should you do at this time?

Answer: Let the doctor take the old man to the hospital and get off to accompany him.

Q: What links does performance management include? And the key points of each link? Please combine your previous work experience to explain how to ensure that performance appraisal is not a mere formality.

I think there are four links in performance management, namely, making a scientific performance appraisal plan, performance appraisal execution, performance appraisal inspection and feedback, and post-performance appraisal disposal, which constitute a PDCA cycle.

1. When making a performance appraisal scheme, we should choose an appropriate performance appraisal method according to the development of the enterprise, and pay attention to the SMART rule (concrete, quantifiable, achievable, realistic and time-limited) when designing indicators;

2. When implementing the performance plan, firstly, all employees should be guided, and all employees participating in the performance appraisal should know the purpose of implementing the performance appraisal and their own key indicators; Second, the results of performance appraisal should be fed back to the assessed.

3, performance appraisal and feedback should pay attention to make the examinee in an active position, avoid using general statements in the interview, have specific data or examples, and make improvement plans according to the assessment results, summarize and follow up.

4. Post-processing of performance includes: firstly, coaching or training employees according to the performance improvement plan; Second, according to the results, distribute wages and bonuses, promotion and personnel adjustment to employees; Modify the performance evaluation plan if necessary.

Second, in order to ensure that performance appraisal is not a mere formality, I think we should pay attention to the following points:

1, from the top to the grassroots employees;

2, communicate and implement the whole process of performance appraisal system;

3. Establish a good performance complaint channel;

4. Scientific performance system;

Q: How can we get effective training needs? How to measure the training effect?

First of all:

1, the training needs of enterprise managers. First, through the evaluation of performance appraisal, determine the reasons for the low performance level of managers, so as to determine how to solve problems through training; The second is to analyze the professional knowledge and business ability of managers, and formulate training needs in combination with the job analysis of their positions;

2. For front-line operators, the training needs should be determined according to the operating procedures and job specifications, compared with the level and sense of responsibility of existing workers;

Second, measure the training effect. At the end of the training, you can measure it by questionnaire survey, observing the actual work situation of the trainees and analyzing the performance appraisal results after the training.

Q: About the labor contract.

1. Regular employees: How to terminate or renew the labor contract when it expires?

2. What is the contractual relationship between the employing enterprise, the labor service company and the individual employee under the labor contract and in the actual employment process? When actual management problems (industrial injuries, disputes, etc.) occur, how to define the responsibilities among them. ) happen?

One month before the expiration of the labor contract, according to the company's assessment of employees, the employees who want to terminate or renew the labor contract shall be notified in writing 30 days in advance, and relevant procedures shall be handled through consultation. The Labor Contract Law stipulates that when renewing the labor contract, the time limit for renewing the labor contract shall be determined by both parties through consultation; If no agreement is reached through consultation, the renewal period shall not be less than 1 year from the date of signing; Workers who have worked continuously in the employer for more than 10 years may request to renew the open-ended labor contract.

Employment enterprises and labor service companies are labor export contracts and service contracts. The laborer signs a labor contract with the labor service company, but there is no employment relationship with the employment enterprise. When a work-related injury or work-related injury dispute occurs, the enterprise does not bear the responsibility because it has no contractual relationship with the laborer, but the employing enterprise has to provide the corresponding safety production guarantee for the laborer, so it is sometimes regarded as joint and several liability and bears certain responsibilities.

How to make the rules and regulations of enterprises have legal effect on employees?

First, the formulated rules and regulations do not conflict with the national laws and regulations, that is, we should pay attention to the effectiveness and practicality of the rules and regulations;

Second, the notices of various rules and regulations are notified to employees as attachments to the contract or in the form of posting and training.

What do you think is the difficulty of factory recruitment? Please talk about how to do a good job in factory recruitment based on your previous work experience.

I think the difficulties in recruitment mainly include the following aspects. First, what kind of people to recruit, most companies have imperfect quality evaluation and job analysis of employees, and unclear requirements for the academic qualifications and qualifications of employees to be recruited; Second, the interview process is not perfect, so we can't really recruit the right people through a complete interview system and do the right things with the right people. The principle of talent matching; Third, due to geographical or other reasons, some types of jobs are difficult to recruit.

The company I work for now is a textile finishing company, and the workshop temperature is high. On the other hand, the company is located in a remote place, with inconvenient transportation and high brain drain rate. Recruitment has always been a difficult problem for our company.

After taking up the post, on the one hand, we should improve the preparation and perfection of the company's job responsibilities and qualification documents, on the other hand, we should improve the recruitment system, design reasonable structured interview procedures and expand recruitment channels. For workshop workers, on the one hand, strengthen the contact with various labor markets, on the other hand, increase the internal recommendation system of employees, encourage employees to introduce new workers into the factory, and at the same time strengthen workshop construction and improve the working environment of employees (such as installing fans and equipped with cool drinks).

For factory managers, first of all, the basic situation of the required position is determined through competency analysis and post analysis. Understand the actual situation of the company (transportation, life, etc.) through a reasonable interview process. ) You can inform the applicants at the same time when people meet the position, so that the recruited employees can know the characteristics of their work and the working environment before joining the job, and avoid the high turnover rate of employees.

Intensify internal staff recruitment and training, improve staff management level through the company's training plan, and increase personal promotion opportunities. On the one hand, it can improve staff loyalty, on the other hand, it can effectively fill some management vacancies.

One day, the manager of a department found the human resources manager, reflecting that his subordinate B was irresponsible and his performance was mediocre, and he could not carry out the ideas of his superiors and asked to be dismissed. The personnel manager immediately went down to check the situation. B thought he was working hard, but the manager deliberately embarrassed himself. As a human resources manager, please analyze the reasons for this situation and how to deal with it.

First of all, I think the reasons for this situation are:

1. Manager A of this department lacks effective communication with this employee;

2. The job responsibilities of subordinate B are not clear, and there is no data to correctly measure the job performance; The employee's performance appraisal is out of control and can't correctly reflect his work performance.

Second, the solution:

1, treat each party fairly, without favoring any party, and intervene quickly to avoid the escalation of disputes;

2. Interview with all parties, evaluate employees' work performance and work attitude, and insist on using data to speak, with figures and examples;

3. According to the interview results, analyze and judge the cause of the incident and coordinate the two sides to solve the problem.

Could you please talk about the main functions of the factory human resources department, as well as the job responsibilities of the human resources manager and the KPI index database of the human resources manager position?

First, the main functions of the factory human resources department are:

1, recruitment, employment, position analysis;

2. Construction and implementation of rules and regulations!

3, employee training and development, employee performance appraisal

4. Promotion, demotion and transfer of employees

5, labor relations and corporate culture construction

6. Department cost control and salary management

Second, the job responsibilities mainly include:

Responsibilities 1: Responsible for specific contents such as department management.

1. Responsible for guiding, managing and supervising the business work of the subordinates of the Human Resources Department, improving the quality of work and service, and doing a good job in the performance appraisal and rewards and punishments of subordinates;

2. Directly participate in recruitment, interview candidates, and put forward audit opinions on the comprehensive ability and availability of candidates for the general manager's reference;

3. Responsible for completing other tasks assigned by the general manager.

Responsibility 2: Be responsible for formulating and perfecting various personnel systems, proposing suggestions for improving organizational structure, and proposing specific plans for some important matters of the company:

1, when the organizational structure changes or needs, analyze the corresponding positions;

2. Assist the general manager to formulate the company's labor and personnel policies and personnel management systems, and constantly improve them;

3. Be responsible for reviewing employee recruitment, employment, promotion, deployment, training, performance appraisal, rewards and punishments, and submit them to the General Manager for approval.

4. Provide reference for the appointment and removal of middle-level personnel in the company.

5. Be responsible for handling the company's external relations, labor relations and corporate culture.

Responsibility 3: Responsible for formulating various human resource management plans. Specific content:

1, presiding over the preparation of the company's human resources plan-

2. Be responsible for drafting the annual salary, bonus, welfare and other human resources expense budget and salary distribution plan.

3. Study and formulate human resources development plans, and comprehensively consider issues such as employee training and promotion.

4. Responsible for drafting, completing and summarizing the weekly (monthly, annual) work plan of the department.

Three, the KPI indicators of human resource manager position mainly include:

1, financial level: human resource management cost control

2. Customer level: employee satisfaction and turnover rate of core employees.

3. Internal operation: modification and operation of human resources system, performance appraisal of employees in this department, and completion of work plan.

4. Learning and development: completion rate of training plan.

The basic realm of morality is family and parents. If a person doesn't even care about this, the moral level is very doubtful. We try to evaluate it like this:

1. How are your parents? When you are old, it seems that you can ask casually if you have any difficulties or diseases to see if you know.

You are busy with your work and have little time. How can we manage our parents' affairs and induce the consciousness of serving our families?

3. When parents and work need you at the same time, and there is a time conflict, how to induce relatives to come first?

I don't earn much now, but I still want to study. Can I still give my parents money? It depends on their self-expression of wishes and responsibilities.

Parents' birthdays are probably unforgettable.

6. Do you want children? There are three kinds of unfilial, and the last one is the biggest.

7. You will be very busy. How to distribute housework with your wife (if any) in your own home and induce team consciousness?

8. If you encounter difficulties, mistakes and serious situations, who do you talk to first to gain help loyalty?

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