What is the focus and core of recruitment and distribution?

The focus and core of recruitment and distribution are as follows:

1. Personnel recruitment refers to the process that an organization looks for and attracts those who are capable and interested in working in the organization according to the requirements of human resource planning and job analysis, and selects suitable personnel from them for employment.

2. The goal of recruitment is to successfully select and hire the talents needed by the organization and realize the effective matching between the recruiter and the position to be hired. (The overall efficiency of the organization is optimized).

3. Staffing refers to the relationship between people and things. The purpose is to fully develop and utilize employees and achieve organizational goals through the cooperation between people and things and the coordination between people. The rational allocation of personnel has become one of the signs of an organization's human resource management. Its purpose is to adhere to the principle of "great talents and little use" in the allocation of human resources.

4, the main purpose of job analysis:

A. Recruiting employees for vacant positions: On the one hand, the analysis pays attention to the job responsibilities of the position, on the other hand, it pays attention to the requirements for the incumbent (qualifications and job description).

B, determine the performance appraisal standards: the focus of the analysis should be to measure the standards of each task.

C. Determine the salary system: the analysis focuses on the quantitative evaluation of posts, and some quantitative methods are needed to determine the relative price of each post.

D. Training development: The analysis should focus on the required content and level of each task.

E define the scope of work responsibilities to avoid complaints and disputes caused by unclear definition of work content.

F, it is helpful to the research and management of human resources, and it is also helpful to transfer and promotion.

5. The methods of job analysis include observation, interview, questionnaire, work log, work practice and typical events. worker

6. Requirements for writing a statement of work: a. Clear. Avoid using difficult words and mistakes in understanding. B, specific. Generally speaking, because the work of grass-roots employees is more specific, the description in their job descriptions should be more specific and detailed. C, short.

7. Key competencies include two aspects: necessary qualifications and ideal job qualifications. The necessary qualifications include: education level, work experience, technical skills and personal characteristics; The ideal post qualification is an additional requirement for employees who meet the necessary post conditions and an important condition to help employees succeed in their work, including cognitive ability, work style, interpersonal skills and a series of abilities, personalities, work styles and other factors that have a direct causal relationship with people's work performance.

8. Pay attention to writing job descriptions: a. Organize the writing of job responsibilities in a logical order. B, use popular language, try to avoid too professional terms C, should indicate the frequency of various responsibilities.

9. Personnel selection includes: preliminary screening, written examination, interview, scenario simulation, psychological test, physical examination, personal data verification, etc.

10, behavior description method (BD) is based on the consistency of behavior, and it is assumed on this premise.